APHIS Production N CVR I

Munno, Joanne L - APHIS
From:
Sent
To:
Subject:
.Importance:
Office of the APHIS Administrator <Office .....ot_the_APHIS_Administrator%
USOA@md.fsJed.us>
Friday, May 27, 201112:32 PM
APHIS Supervisors - All Programs
Development of APHIS Supervisors and Managers
High
This message is being sent to all USDA APHIS Supervisors
Please do not forward or reply to this message
Dear Colleagues:
As we look around and look ahead, we can see we are facing challenging times. We can and will weather these,
of course, as those of us with a long government history can well testify. It is precisely at these times that we
need to be mindful of important things - things that can get lost and overlooked in all the discussions of
reductions, cuts, and costs. We in APHIS have a long commitment to the development of our people, including
the development of our supervisors and managers.
Our management review reminded us of the need for continual support of our experienced supervisors, and
reinforcing continuing education for our supervisors and managers is an activity in our Cultural Transformation
action plan. As many of you may already be aware, in 2008 we put an APHIS Directive in place that speaks to
our appreciation for the challenges of the supervisory and managerial role and the need for continually seeking
opporturiities to build our toolkits. To that end, we ask our supervisors, managers, and executives to invest in 24
hours of continual learning annually because our development, and that of our employees, is an integral part of
our work as leaders.
You may think finding ways to do this is challenging, as we fulfill our mission critical work and provide
services to our stakeholders and the public -particularly when times are financial1y tight. But, in reality, the
opportunities present themselves in our everyday interactions and are completely outside of the traditional
classroom training. Some of you are already pursuing opportunities to serve as coaches and mentors, to serve on
process improvement initiatives, and to avail yourselves to participate in panels and seminars for our leadership
development programs or serve as a sponsor for the programs' action learning projects. We know that many
pursue self-directed activities, such as reading books or other publications. For those who participated in Dr.
Samuel Betanees' diversity training as part ofour Cultural Transformation initiative, you may remember that he
emphasized reading as a way to learn from the experience of others and get ideas to apply in our own lives.
Your developmental hours can be as simple as trying a new approach in your workplace, a new meeting format
or dialogue skill you learned from a book, or a tool you picked up from a website you used as you were looking
for new solutions to art issue or challenge - these are great ways to lea.rnJ And frankly, though it may have
gotten a bad rap over time, AgLeam is a rich and untapped resource oflearning programs for both ourselves and
our employees. You'll find many resources, e.g., Books 24/7, short simulations, and videos in the section called
9th House.
For those of you interested in more traditional classroom training, we have rolled out our new experienced
1
FOIA 12-02657 Pg 1
Obtained via FOIA by Judicial Watch, Inc.
supervisory training program and will continue to sponsor seminars and webinars on topics important to your
leadership development.
I know your days are busy. I know how much we ask of each of you and how much you give, and the
opportunity to spend a few hours on yourself- that is something for you - can make the difference in your day
and the difference in many days for your employees. Whether it is an informational interview with a colleague
on management techniques or reading a book on Cultural Transformation, the benefits for you, your employees,
and our organization are immeasurable.
We are currently working on a revision to the Directive in order to be consistent both with newly issued USDA
guidance and also Cultural Transformation. We'll be working with the Cultural Transformation team and with
APHIS Supervisors of the Year in our preliminary review and revision of the Directive. In addition to receiving
their input, I invite you to share yeur thoughts and suggestions, so that we can capitalize on what werks best for
you as we finalize the Directive. Please share creative ways you have found that addresS" your developmental
needs and what can help you most with your development as an APHIS supervisor, manager, or executive by
sending your ideas to Kathy Trickey, MRPBS-Human Resources Division, Training and Development Branch
(kathy.trickey@aphis.usda.gov), the lead on this project.
We appreciate all that you do to make APHIS the superb organization that it is. We look forward to hearing
from you and to assuring that we have approaches in APHIS that support you in continuing to create world class
supervision and management to accomplish our noble goals.
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FOIA 12-02657 Pg 2
Munno, Joanne l - APHIS
From:
Sent:
To:
Cc:
Subject:
Piper, Phylfis Y (APHIS)
Thursday, May 26, 2011 4:27 PM
APHIS-AMT
APHIS-AMT Secretaries
From Joanne Munno: Need someone to go to Ft. Collins June 7 with Dr. Betances
I just got a cancellation from our original volunteer and need someone to fill in. There are two sessions on June
7. Would someone with an employee base in Ft. Collins please consider making this trip and let me know as
soon as possible?
Joanne
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FOIA 12-02657 Pg 3
From: Smith, Cindy J (APHIS)
Sent:
To:
Thursday, May 26, 2011 2:12 PM
Munno, Joanne l (APHIS)
Subject: RE: Cultural Transformation Training Slot
Thanks, Joanne. I won't worry about this unless you let me know that the tuition has been identified.
From: Munno, Joanne L (APHIS)
sent: Thursday, May 26, 201112:29 PM
To: Smith, Cynthia J (APHIS)
Subject: RE: Cultural Transformation Training Slot
Dr. Betances said if we paid for 3 slots, he would give us the fourth tuition free. I have 3 who would like to attend, but
have not confirmed yet that money is available for the tuition and travel.
From: Smith, Cynthia J (APHIS)
Sent: Thursday, May 26, 2011 9:32AM
To: Munno
1
Joanne L (APHIS)
Subject: Cultural Transformation Training Slot
Hi Joanne,
I hope you are doing well.
I am working with the ALDP and one ofthe areas lam focusing on with them is cultural diversity and cultural
transformation. I wanted to check on the status of the one or two slots that the gentleman doing our CT training had
offered for our folks to attend a larger training that he was doing. If we hadn't already filled those slots, I was hoping to
secure it for one ofthe ALDP'ers, so that they could attend and then bring the training back to their program so we
could build on that. Is there still a slot available?
Thanks
Cindy
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Non Responsive
Begin forwarded message:
From: "Joanne L Munno" <Joanne.L.Munno@aphis.usda.gov>
Date: May 25, 2011 8:40:36 PM EDT
To: ' ~ L i l y Moua" <Lily.Moua@aphis.usda.gov>
Cc: "Julie F Cooper" <Julie.F.Cooper@aphis.usda.gov>
Subject: Re: Asian Bowl Trivia
Non Responsive
However, I was most impressed with the group when I met with you and sincerely hope your
meetings are as well attended as when 1 met with you. 1 saw great potential in the group, and I
believe the HOM has a willing spirit to engage in positive forward movement. I believe that
when everyone has the opportunity to hear Dr. Betances in Minneapolis on August 9 or
September 14, it will be as clear to everyone in Minneapolis as it was to the AMT and the 300
people who heard him speak in Riverdale how breaches occur, how simple they are to address as
a shared responsibility, and how bright our future is. There will be 4 sessions between these 2
dates so that all may attend and I will be at all of them. I have heard him twice already and six
times will not be too many. The signup announcement will be out in July.
On May 25, 2011, at 6:32PM, "Lily Moua" <Lily.Moua@aphis.usda.gov> wrote:
Hi Julie,
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Non Responsive
2
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Joa.nne L - APHIS
From: Kevin A Shea
Sent:
To:
Tuesday, May 24, 2011 8:39 AM
Joanne L Munno
Subject: Fw: Dr. Betances: your help is needed with registration in Ft. Collins and Raleigh
Please note Vic's comment about the lack of promotion for this event. Maybe we need to think about how to do better
on that count.
-- Forwarded by Kevin A Shea/MD/ APHIS/USDA on 05/24/2011 08:38 AM ----
From: Vic Harabin/NC/APHIS/USDA@MSOCOEX
To: Kevin A Shea/MD/ APHIS/USDA
Date: 05/24/2011 08:23 AM
Subject:RE: Dr. Betances: your help is needed with registration in Ft. Collins and Raleigh
I can certainly increase the #ls for the Raleigh sessions11 think this notice slipped by without much promotion, ect. We
had good partidpation in the listening Sessions last year & we can at least meet that level of partidpation forthese
sessions.
Vic Harabin
Director, PPQ Eastern Region
920 Main Campus Dr, Ste 200
Raleigh NC 27606
p 919-855-7300
c 919-523-4366
f 919-855-7393
From: Shea, Kevin A (APHIS)
Sent: Monday, May 23, 2011 5:11 PM
To: Shere, Jack A (APHIS); Harabin, Victor (APHIS); Brown, Charles S (APHIS); Goldentyer, Elizabeth (APHIS); Berger, Philip
H (APHIS)
Cc: Munno, Joanne L (APHIS)
Subject: Fw: Dr. Betances: your help is needed with registration in Ft. Collins and Raleigh
I
I
I am going to personally participate in the Raleigh and hope that more people will sign up. l assure you that the
presentation is not only informative, it is highly as well. I think that everyone who attends will find it
interesting and meaningful.
----- Forwarded by Kevin A Shea/MD/APHIS/USDA on 05/23/2011 05:06 PM--
From: Joanne l Munno/MD/APHIS/USDA
To:AMT
Cc: PLG, MRP-BS MT
Date: 05/23/2011 04:04 PM
Subject: Dr. Betances: your help is needed with registration in Ft. Collins and Raleigh
1
FOIA 12-02657 Pg 7
We need your help getting people registered for the June sessions.
-----Forwarded by Joanne l Munno/MD/APHIS/USDA on 05/23/201103:56 PM----
From: Michael Colbert/MD/ APHIS/USDA
To: Joanne l Munno/MD/APHIS/USDA@USDA
Date: 05/23/2011 03:43 PM
Subject: Cultural Transformation Training Registration
Good afternoon Joanne,
Hope all is well with you.
Just wanted to give you and update on the current state of registration for CT ... These numbers were given on Friday
May 20th.
DATE: Scheduled
Offering ID: Name of Item/Course: location of Training: Enrollment #ls:
June 7, 2011 AM 23174 Cultural Transformation Ft. Coltins, CO 22of100
June 7, 2011 PM 23175 Cultural Transformation Ft. Collins, CO 10of100
June 21, 2011 AM 23178 Cultural Transformationkaleigh, NC 14 of80
June 21, 2011 PM 23179 Cultural Transformation Raleigh, NC 3of80
June 22, 2011 AM 23180 Cultural TransformationRaleigh, NC 8of80
June 22, 2011 PM 23181 Cultural Transformation Raleigh, NC 1 of80
DATE: Scheduled
Offering ID: Name of Item/Course: location of Training: Enrollment #ls:
June 30,2011 AM 23182 Cultural Transformation Riverdale, MD 114 of 250
Jufy 20, 2011 AM 23176 Cufturaf Transformation Ft. Collins, CO 5 oflOO
July 21,2011 AM 23177 Cultural Transformation Ft. Collins, CO 6 of 100
Thanks
Mike Colbert
Special Assistant to the Deputy Administrator, MRPBS
4700 River Road, 3B-01F
Riverdale, MD 20737
Phone: 301-734-3161
Fax: 301-734-4938
michael.colbert@aphis.usda.gov
"The Value of the leader is directly proportional to the leader's Values."
"What we value shapes our character and will ultimately define how we lead or whether we lead at all."
2
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Munno. Joanne L - APHIS
From:
Sent:
To:
Cc:
Subject:
Attachments:
Goodmorning Joanne,
Michael Colbert < michael.colbert@aphis.usda.gov>
Tuesday, May 17, 2011 9:56AM
Joanne l Munno
Bobbie Purcell
CT Training Survey & Talking Points
Cutural Transformation Personal SurveySummary Riverdale Pilot.pdf; Cultural
Transformation Overall Survey Evaluations Riverdale Pilot.pdf; Cultural Transformation
Training talking points.doc
Hope all is well with you. Please find attached the results from the Riverdale CT training session ... As you predicted
there were a few that did not like it, but overall the assessments were very positive. Based on this and other feedback
you provided, I will follow up with Dr. Betances, regarding his next session to be aware of presenting his slide show in a
way that is not rushed and is covered in a way that does not leave the audience feeling he did not cover atl his materiaL.
Also as requested attached are the AMT talking points for CT Training ... Let me know if this hits the mark or if you need
something else.
Thanks
Mike Colbert
4700 River Road, 38-01F
Riverdale, MD 20737
Phone: 301-734-3161
Fax: 301-734-4938
"The Value of the leader is directly proportional to the Leader's Values."
Our Daily Bread
1
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Cultural Transformation Awareness Training - April
28,2011
Survey Monkey
What can we do more ofJ better., or differently to improVEt the. awareness ofCultural
Transformation JnAPHIS?
1 nf4
FOIA 12-02657 Pg 10
Response
Count
40
answered question 40
skipped question 59
3, Q1. What can we do more of, better, or differently to impro"e the awareness of Cultura.Transformat!pnin
APHIS?
1 I wish to not comment ! May 10, 2011 6:58AM
2 Longer sessions. The course/instructor was great!!!! Than!< you! May 3, 2011 11:30 AM
3 Slllaffersessions. May3,20119:12AM
4 Respectfully tolerate othes, identify competencies that would help us achieve May 2, 2011 6:32PM
cultural transformation, and respect others without prejudices to achieve the
APHIS mission.
5 1. Managers and supervisors should notonlyencourageemployees to attend May2, 201111:28AM
Cultural Transformation training they should also support and attend the
2. Ongoing Cultural Transformation training for all employees
(fiElld/headquarters); 3. lnclude language in ALLemployees performance plans
to help them understand expectations; and 4. Establish an maintain an
automated tracking system to ensure that AL.L employees .including managers
and supervisor receive training. "CUlTURAL TRANSFORMATION TRAINlNG
SHOULD BE MANDATORY".
6 My guess. is that employees are probably very aware of Cultural TransformatiOn May 2, 2011 .10:00 AM
through the frequent email messages from the Secretary, plus an .event like this.
1. think messages from the AMT that trickle down through their organizations are
most valuable and where the.emphasis is on the value of the Cultural
Transforrnation message are probably most effective. Keep the message
present, e.g., by couching initiatives in the simple language of CT.
7 I think that the message was very good. It should be mandatory for all managers May 2, 2011 8:33AM
if not an employees because the inforrnation needs to go across the board to
everyone and not just a few.
8 Everyone must participate, I dont think this should a sign up type of activity. It May 2, 2011 8:23AM
should be mandatory for everyone to participate, I hope he retums again to
speak with us, Great presentation!
9 lwouldsuggestthreechanges. 1. Breakeveryhourforabout10min. The May2,.20117:17AM
event had two breaks in three hours. . 2. Set up of seating, The speaker maybe
could have wa1ked to the middle and back of the Conference Center with the
mic. The seating did not allow me to see him. speaking because peoPle .in front
of me blocked the view. 3. Seating Suggest a more informal setting with
round.tabtes.so.wehave . maybeputour
coffee or tea on. I wanted to write a few things but did not have the leverage to
write what r wanted to retain on paper. f understand also that round tables would
create tess attendees but the benefit Of being able to write and possibly interact
more, seems it would be better.
10 Proper training for all! Apr 29, 20116:0!) PM
11 t know this is a big goat for the Secretary. My suggestion ist() make sure that Apr 29,20114:17PM
we continue to reach out and increase employees' awareness ofthiS".issue,
Even after a new Secretary comes in. To achieve success, you have to make
,sure it doesn't fall by the wayside. It's too important'
12 Keep offering training. Apr 29, 20114:13 PM
13 I can't think of anything. Apr 29, 2011 2:35 PM
? nf4
FOIA 12-02657 Pg 11
Page 3, Q1. What can we do more of, better,. or differently to. improve the awareness of Cultural Transformation in
APHIS?
14 Have more of such fantastic speakers. Apr 29, 2011 1:50PM
15 This could be presented in smaDer groups, though it worked here, J stilrthink Apr29, 2011 1:45PM
there were sooo many employees who needed this andwerent at the training. I
think most who attend were 'victims' of subtle unrepOrted discrimination or have
seen it in the work places so they were this SC)rt of!T;:Iioing
because they do not want to be the 'discriminator' they know it was. wrong in the
past and it is wrong now and they want to make sure it does not happen in the.
future, howeverthose are doing these things were notthere.
16 Encourage aU APHfS employees to step outside of 1heir comfort zone and to sit Apr 29, 201 t 1:35PM
in a presentation such as this one. Agleam or aWebinar will not do this
information justice.
17 I think. that much of the activities associated with .culturaHransformation are still Apr 29, 2011 1:30 PM
not "touching" our working staff. In particular, people located in the field,
remotely, or jn iSOlated settings, are not really engaged. . may want to focus
on field and goegraphically remote staff in some of your efforts .. Have you
specifically worked .on their issues and concerns? Have you had town halls just
with them? Do the staffs engaged on transformation get out enough to woFk on
civil rights isSues in places like Fort Collins? Have you that leaders in
these remote offices. are "on board" with the transformation effort?
18 Encourage staff discussions about the concept Develop a visual Apr 29, 2011 11 :15 AM
symbol and sign to display throughout APHIS workplaces that the
"Let's Make Happen" keep it in place
while this effort is underway. This would serve as a reminder to all that the
was not intended for one day, but for every day . The visual symbol
should also be used on all messages tottle subject.
19 This was a great one ofthe problems some people percteve this as Apr 29, 201110:55 AM
another."civil rights" training ... would be helpful to somehow separate the I
think many more people would be interested
20 I believe senior managers should become more familiar with the people they are Apr 29, .2011 1 0:5f) .AM
resposible for managing. This would give them a better understanding ofwhich
areas under their control require additional training or understanding of cufturaf
issues.
21 More smaller sessions on the subject. Apr 29, 201110:52 AM
22 In APH1S l rea11y think this training should be offered every year until our culture Apr 29, 2011 10:43 AM
truly is transtol'flled. With dO"mg so it will become ingrained in us and we wilt
then put those things thatwe are to into action. I would highly recommend this
training.
23 Stop the nepotism, hiring and promoting friends, relatives, and hire and promote Apr29, 201110:26 AM
the most qualified candidates. Stop settling EEO complaints and when a
manager is found to nave discriminated against an employee, the manage
should be subject to adverse action; not promoted or transferred. Hold
managers and supervisors accountable for their action or for not addressing
inappropriate behavior conduct, and performance.
24 Continued emphasis and sharing experiences and pi:Jblic recognition of Apr 29, 2011 10:21 AM
employees/supervisors who are doing this in practice as widely as possible.

FOIA Pg 12
Page 3, Q1. \Nhat can we do more of, better; or differently to Improve the awareness of CulturaiTransformation. in
APHIS?
25 The child who was on the front row with her mother, was an outstanding Apr 29, 2011 10:19 AM
example of what we should do, even if it occurs on a Saturday, to educate the
children of our staff, along with the adutts on our staff. When children learn and
push adults, things change .... whether it is buying the latest video game,
computerized phone or how to join hands in learning, and treat people better,
due to new learned understanding.
26 None Apr 29, 2U1110;12AM
27 To have reminders like this presentation or similar in nature more often. People Apr 29, 2011 10:12 AM
have a tendency to forget that what we do, say, or imply, not always is taken by
others in the way that was intended,
28 Everyone put into practice what we are now "awate" of. Transform! Apt 29, 2011.10: tO AM
29 Have this message provided to field employees. Apr 29, 2011 10:07 AM
30 Provide the entire Agency with training. ltwould provide. everyone. the.same Apr.29. 2011 10;07 AM
foundation fro Cultural Transformation.
31 I think this training should be mandatory. Apr29, 2011.10:04 AM
32 Really apply what he talked aboutto everyone and notjusfthe non-people .of Apr 29, 2011 10:03 AM
color.
33 Ensure everyone gets this same training. Great investment! Apr 29, 2011 10:03 AM
34 This training was the perfect way to get the information out to a large group. Apr 29, 2011 10:03 AM
35 My parents brought me up in a manner that gave me a deep respect of cultural Apr 29, 2011 10:01 AM
and physical diversity. t am always commited and open to 1eaming and
implementing what ever I can, to honor and encouragf;l diVersity and
inclusiveness at APHIS and through out my personal fife .. , found this training
insulting from start to finish.
36 nett the instructor was a valued assestto improving the awareness of hOw many Apr29, 2011 10:01 AM
cultures react and think about different situations in fife.
37 Perhaps take afewmorerninutes in the rnirii-groupstodiscuss orwotkihrough Apr29', 20'119:57 AM
different scenarios.
38 Keep speakers like him coming back. He was energetic, kept.the audience Apr 29. 20Htt:56AM
attentive.
39 Look .for .peoplewho are qualifiable. rather than qualified. Apr 29, .2011 9:56AM
40 lthink most people work perfectly well with all types of people. to me, the focus Apr 29, 2011 9:56 AM
on diversity and cultural transformation only puts up further di:Visions between
people by constantly pointing outdifferences and sueh. It seems in thiS modern
era, people should be beyond these issues and think most are. J think the focus
ofthe agency should be working on improving work.ethics and mora.le of
employees instead. That is where I see real frustrations when people are
working together.
4 of A.
FOIA 12-02657 Pg 13
Cultural Transformation Awareness Training - April
28,2011
Additional Comments:
1 n f ~
FOIA 12-02657 Pg 14
Survey Monkey
Response
Count
26
skipped question 73
Pag 4, Q1. Additional Comments:
1 More time to present all information. Over alfthe course was Wonderful. Thank May3, 201111:31 AM
you!!!
2 This should be a mandatory training for all of the APHIS emp1oyees to help May 2, 2011 6:46PM
change negative perceptions and mind-setsof our used as a tool to help
reduce. discrimination complaints, and to useasa bridge towards culural
transformation. within APHIS. There are many tatented. employees within this
organization (who love the APHIS mission) who have been overlooked for
upward mobility positions as a result of management 1
00
king at the degree
behind a persons name .at. color of their Skin. versus ithe service achieved Jot the
APHIS mission from dedicated hardworking people already employed within the
agency. This is a very positive teaming tool. I rate Dr. Betances presentation at
an A+. Well done APHIS teader$hjp.
3 ''CULTURALTRANSFORMATIONTRAtNINGSHOULOBE MANDATORY". May2, 201111:31 AM
Simply, encouraging employee attendance sends the wrong message;. and
MOST employees wmnot attend.
4 Superb presenter! He was able to engage the audience in a way that was both May 2, 201110:02 AM
humorous and informative. I like that he periodically emphasized CT and the
reason we're doing this, along with the humorous anecdotes and compelling
story of his life. He has the personality and approach .that .allowed hitn to
address sensitive topics in a way that I found palatable and that I hope others did
too.
5 Don't think Dr. 8 should have brought that lady and her daughter up on stage to May 2, 2011 9:21 AM
make his .point.
6 I am glad tohave participated.in this event. May 2,2011 8:23AM
7 No. Comments provided in earlier questions. May 2, 2011 7:17AM
8 Course should be longer! Apr 29, 2011 6:09.PM
9 SmaHer training class size would be better. Apr 29, 20114:18 PM
10 Great training ! Apr 29, 2011 PM
11 Feel free to bring Dr. B back anytime! I'd gladly sit through another session of Apr 29, 2011 2:35 PM
his.
12 keep it up ..... this kind training has to occur as much as it is possible. Sirnple Civil Apr 29, 2011 1:46 PM
rights courses are not the same as an interactive training such this.
13 Great speaker Apr 29, 201112:34PM
14 I just wanUosay "thank you." Apr 29, 2011 11:15AM
15 OK. .. sonowwhat? Willtherebe"moreinfonnationshatedormoretraining?. Js Apr29,201111:00AM
this just a one time thing? Cultural awareness and diversity are extremely
important and we need to move forward. We also need to look at more positive
ways to supervise alf employees. Using .encouragemf:!nt and gaining trust and
being good leaders who lead by example.
16 I enjoyecHhe training class andveryinforrnattve Apr 29, 201110:56 AM
?
FOIA 12-02657 Pg 15
Page 4, Q1. Additional Comments:
17 PLEASE MAKE THIS A MANDATORY COURSE FOR ALL EMPLOYEES BUT Apr 29, 201110:44 AM
ESPECIALLY MANAGERS.
18 Very dynamic speaker!! Apr 29, 2011 10:42AM
19 1. I was trained as a Diversity Presenter years ago by Dr. 13etances. Cultural Apr 29, 2011 10:31 AM
Transformation or CuJtutatDiversity is a veryimportanttootan<J it 'NOfks. J hav.e
used it sussfully in many instanees.
20 Thank you for the invitation to share our qpinions. There C J ~ many different Apr 29;. 2011 10:25 AM
cultures in APHIS work force, and what it .is considered polite in one culture
could be insulting in others. Only by being aware of these differences is when
communication can bec:ome clear, and with this, the process of cultural
transformation is more likely to be achieved.
21 None Apr29, 201110:12AM
22 none A p r ~ . 201110:0TAM
23 My feedback is relayed in previous comments Apr 29, 201110:02AM
24 This training was excellent! The presenter was knowlegeable and he was an Apr 29, 2011 9:58AM
expert in this area.
25 Superb training! Apr 29, 2011 9:55 AM
26 Fantastic! Apr 29, 20t1 9:5:3 AM
FOIA 12-02657 Pg 16
Welcome
CULTURAL TRANSFORMATION TRAINING
Talking Points
For
APHIS MANANGEMENT TEAM
Good morning/afternoon, (Introduce yourself) I would like to Welcome
everyone to this exciting Cultural Transformation Training Event.
As a member of the APHIS Management Team (AMT) we are really excited
about this training and we are delighted to see all of you here today, to
participate in this Cultural Transformation training session.
As you've heard and will continue to hear from Secretary Vilsack regarding
his commitment to this initiative to transform the culture here at "USDA"
"Cultural Transformation" defined, is simply the process of creating a
workplace where all employees and customers are treated with dignity and
respect and provided equal opportunity for success.
Secretary Vilsack is very serious about this initiative and he recently stated
during his Civil Rights Assessment Final Report conference call with USDA
Senior Leaders, that "Cultural Transformation is designed to make sure our
workplace/workforce reflects modern day America, that is diverse and
inclusive and "All" feel they have a pathway to success both professionally
and personally and that there are mentoring relationships and improved
training opportunities to help employees do their jobs more effectively and
efficiently."
FOIA 12-02657 Pg 17
In order to move forward with the Secretary's vision for Cultural
Transformation the USDA Transformation Task Force identified competency
gaps and developed action planning teams around the following areas:
!)Leadership 2)Employee Development 3)Talent Management
4)Recruitment and Retention s)Customer Service & Community Outreach.
Based on these areas of focus the USDA transformation task force also
integrated diversity and inclusion as essential elements for the
accomplishment of our major competency based initiatives such as
performance management, talent management, employee engagement and
business process improvement.
The APHIS Management Team (AMT) and Senior Leaders share the
Secretary's commitment to Cultural Transformation and will continue to
work closely with our employees to understand and resolve the issues and
concerns.
By making this initiative a priority APHIS will be able to develop:
Better Policies
Higher levels of performance
Better creativity and innovation
Better customers service
Increased morale
Retention of talent
FOIA 12-02657 Pg 18
Speaker /Facilitator
I want to take this time to briefly introduce Dr. Samuel Betances, who really
needs no introduction, because during the next few hours he will educate,
train and inspire you with his life-story! What I will say is that he has taught
in all so states, U.S. territories and seven countries.
Dr. Betances will present a compelling case for Cultural Transformation and
the power of diversity and inclusion, while providing practical information
for immediate application that will be refreshing and energizing to everyone
during the next few hours.
Closing
In closing, it is critically important that all APHIS employees be trained in
understanding the relationship between diversity and inclusion and how they
are both critical to achieving our mission and improving individual and
organizational performance. Creating a workplace where all employees and
customers are respected and employees are provided an opportunity for
success will lead to an inclusive and high performing organization.
If individually, we make this initiative a priority, it will provide our customers
and fellow employees the customer service and satisfaction we can all feel
really good about "Every Day in Every Way."
Again thank you for participating and your commitment to the APHIS
Mission! And enjoy this exciting training experience with Dr. Betances!
FOIA 12-02657 Pg 19
Cuftural Ttansfom'iation Awareness Training - April
28,2011
Survey Monkey
1. Course/Event Objectives The course objectives as stated.have beenachie.ved.
Disagre.e
Somewhat Disagree
Somewhat Agree b;!i4;J
Strongly Agree
2. Course Content and Materials
Strongly Somewhat
Disagree Disagree
A. The subject matter is relevant to
my {)urrent job or development:
3.1% (3) 2.0% (2)
B. The subject matter was covered
at the appropriate level of detail or 5.2% (5) 4.2% (4)
de.pth:
C. My questions. were answered: 5.4%(5} 2.2%(2}
1 nf Ll
25,5%
(25)
26.0%
(25)
33.3%
{31)
FOIA 12-02657 Pg 20
Response Response
Percent Count
5.2% 5
2.1% 2
22.9% 22
12.5% 12
58.3% 56
answet:ed question 96
question 3
Somewhat Strongly Rating Response
Agtee Agree Average Count
8.2% (8)
61.2%
(60)
4.22 98
43.8%
20.8% (20)
(42)
3.94 96
41.9%
17.2% (16)
(39)
3.88 93
a.nswered question 98
skipped question 1
The pace oUhe course .was:
The overall length of the course
was:
Too Slow
3.1%(3)
6.7%(6)
TooRustted
39.6% (38)
28.1% (25)
4. Facilitatornnstructor: Dr. Samuel Betances
A Displayed thorough knowledge
of the material presented:
B. Was responsive to questions or
a person's need for help:
C. Presented the subject{s) in a
clear and Concise manner:
D. Presented the course material in
an organized fashion:
E: Used A-V materials (texts,
handouts, videos, transparencies)
effectively:
Strongly
Disagree
2.0% (2)
3.0%(3)
3.0% (3)
3.0% (3)
3.0% (3)
Somewhat
Disagree
2.0% (2)
3.0% (3)
2.0% (2)
4.0% (4)
5.1% (5)
? nf4
Agree
10.1%
(10)
20.2%
{20)
12.1%
(12)
16.2%
(16}
242%
(24)
FOIA 12-02657 Pg 21
Just Right
Rating
Average
Response
Count
57.3%{55) 2.54 96
65,;2%(58} 2.58 89
Somewhat
Agree
1.0% (1)
8.1% (8)
11.1% (11)
13.1% (13}
11.1% (11)
answered queaticm 97
skipped questiOn 2
Strongly
Agree
84.8%
(84)
65.7%
(65)
71.7%
(71)
63.6%
(63)
56..6%
(56)
Rating
Average
4.65
4.30
4A6
4.30
4.13
Additional Comments
Response
Count
99
99
99
99
99
52
skipped .question 0
5. Overall Course Value
The overall value of the course to
me:
6. Your Commitment
My level of commitment to
applying .. the.leaming or
implementing diversity and
inclusiveness:
NoVatue
5.1% (5)
Low
Commitment
o,o% (O)
15.3% (15)
Some
Commitment
11.2% (11)
Higbly Valued
79.6% (78)
Rating
Average
2.74
Response
Count
98
. skipped question 1
High
Commitment
88.8% (87)
Rating Response
Average Count
2.89 98
answered questiOn 98
skipped questiOA 1
7. What can we do more of., better, or differently to improve the awareness of Cultural
Transformation in APHIS?
~ nf4
FOIA 12-02657 Pg 22
Response
.Count
40
a.nswered question 40
skipped.<JUestion .59
8. Additional
.tlnf4
FOIA 12-02657 Pg 23
Response
Count
26
skipped questi()n 7.3
From:
Sent:
To:
Subject:
Ron F Hicks <ron.f.hicks@aphis.usda.gov>
Monday, May 09, 2011 5:06 PM
Joanne L Munno
Re: Dr. Betances' future sessions on Diversity and Inclusion: Still Seeking AMT
Representation
Sorry, Joanne. I was not sure what you were asking. If you're looking to have someone kick this off, I might be able to do
July. My folks had been trying to get me to see Ft. Collins anyway. Let me check my schedule.
Ronald E Hicks
Deputy Administrator, International Services APHIS
324 Whitten Building
14th and Independence Ave., N.W.
Washington, D.C., 20250
Office Phone: (202)720-7593
Email:ron.f.hicks@aphis.usda.gov
Cell Phone: {202}550-3584
from: Joanne L Munno/MD/APH1S/USDA
To: AMT
Cc: AMT Secretaries
Date: 05/09/2011 04:42 PM
Subject:Dr. Betances' future sessions on Diversity and Inclusion: Still Seeking AMT Representation
We currently do not have volunteers for the Ft. Collins sessions being held on June 7 and July 20-21. Please let me know
as soon as possible whether you can kick off these training events.
1
FOIA 12-02657 Pg 24
From:
Sent:
To:
Subject:
Myra P Young <myra.p.young@aphis.usda.gov>
Thursday, May OS, 201112:52 PM
Joanne L Munno
Re: Dr. Betances' Chicago Workshop
Njeri Mwalimu is interested in attending.
From: Joanne L Munno
To: AMT
Cc: PLG; MRP-BS MT
Date: 05/05/2011 09:34 AM EDT
Subject:Dr. Betances' Chicago Workshop
[attachment "May & Sept 2011 Training Flyer.pdf" deleted by Myra P Young/MD/APHIS/USDA]
Those of you in Riverdale last week heard Dr. Betances offer one free seat in this class if three APHIS employees signed
up. Two people have contacted me to ask if they can go. If you have people who want to attend, please forward their
names as soon as you can so we can take advantage of the free seat.
1
FOIA 12-02657 Pg 25
From:
Sent
To:
Subject
Attachments:
Hi Joanne-
Karen Sliter <karen.sliter@aphis.usda.gov>
Wednesday, May 04, 2011 2:54 PM
Joanne L Munno
Fw: Question from APHIS presentation
22 Books That You Should Read - 2010.pdf; Biographies-Memoirs FINAL.pdf; Melba
Patillo Beals-A Shere for All Seasons.pdf; May & Sept 2011 Training Flyer.pdf
I followed up on our conversation and thought you might be interested in the response.
take care-
Karen
Karen Sliter, DVM
Associate Deputy Administrator for Animal and Plant Health, International Services
phone: 202-720-7593
fax: 202-690-1484
-----Forwarded by Karen Sliter/INTL/APHIS/USDA on 05/04/201102:04 PM-----
from: usamueiBetances" <samuel@betances.com>
To: <Karen.Siiter@aphis.usda.gov>
Date: 04/29/201110:21 AM
Subject:Re: Question from APHIS presentation
Karen S1iter, good morning.
Thanks for the affirming feedback. The purpose of my presentation was to generate discussion and thinking about new
approaches to respond to old problems. My sense is that based on your response did that very well.
Clearly there are no simple solutions to complicated problems. Choosing differences over talent is not good. Making the
pipeline of talent development is the way to go. Creating a diversity relevant mentoring program is the next step after
the diversity awareness event we had yesterday. Attracting and growing younger talent and providing effective
supervision, coaching and mentoring with meaningful assignments .is also critical.
Attached are the reading lists, a case study and the flyer regarding our diversity training course. Please feel free to
circulate them with colleagues.
Cordially:
Samuel
Dr. SamueiBetances, Senior Diversity Consultant Souder, Betances and Associates, tnc.
5448 N. Kimball Ave. Chicago, ll 60625
Phone: 773-463-6374 Fax: 773-463-0429 Cell: 773-220-0037
1
FOIA 12-02657 Pg 26
Email: samuel@betances.com Website: www.betances.com
From: Karen.Siiter@aphis.usda.gov
Sent: Thursday, April28, 2011 3:28 PM
To: samuel@betances.com
Question from APHIS presentation
Hello Dr. Betances-
In a separate message, I asked for your recommended reading list. This is to ask if you might have any insights
on an interesting conversation I had as follow-up to your presentation.
We were discussing the idea of selecting talent or selecting diversity. I found your insights in this area very insightful.
My conversation partner and I discussed this and agreed APHIS has a numerous cases selected for diversity over talent.
She then pointed out something I hadn't known, which is that we are not successfully attracting younger/newer
employees to our leadership development programs. We have programs for every fevef. So if we're not getting t:ertain
groups of folks to apply, of course they're not nin the pipeline."
I'm interested in any thoughts you might have about why this might be happening and what could be done about it.
I also found it quite interesting to think that our "sefect for diversity'' approach might actually be perpetuating a system
that needs to be fixed. By selecting for diversity (versus talent), one has the impression that diverse talent is bring
brought up through the pipeline when what is actually happening seems to me to be little more than a "band-aid" or a
way to give a better face to a problem that has not yet been successfully addressed. How ironic that what are
undoubtedly good intentions toward creating the kind of organization we want might actually be allowing us to cover up
the real problems enough that we will continue to "limp along" indefinitely.
Many thanks for the very thought provoking talk. It's always great to see someone whO has found their true calling in
life.
Best regards,
Karen
Karen Sfiter, DVM
Associate Deputy Administrator for Animal and Plant Health, International Services
phone: 202-720-7593
fax: 202-690-1484
2
FOIA 12-02657 Pg 27
From:
Sent:
To:
Cc:
Subject:
Joanne.L.Munno@aphis.usda.gov
Thursday, April 28, 2011 4:35 PM
APHIS-PLG@we.aphts.gov
APHIS-MRPBSMT@we.aphis.gov; Janet.LBuc:knall@aphis.usda.gov
Fw: Remaining Dates for Dr. Betances' Training
Please save the dates if you have not attended and pass the word to your senior leadership at these locations.
----Forwarded byJoanne L Munno/MD/APHIS/USDA on 04/28/2011 04:33 PM
<laanne.k.Munno@a
phis.usda.gov>
To
<AP H IS-AMT @we .a phis.gov> 04/28/2011 04:31
PM cc
<APHIS-AMTSecretaries@we.aphis.gov>
Subject
Remaining Dates for Dr. Betaoces'
Training
The schedule has been set for the rest of Dr. Betances' engagements with APHIS.
Ft. Collins
June 7- 2 sessions (morning and afternoon) July 20- morning July 21- morning
Minneapolis
August 9-2 sessions (morning and afternoon} September 14- 2 sessions (morning and afternoon)
Raleigh
June 21- 2 sessions (morning and afternoon) June 22- 2 sessions (morning and afternoon)
Riverdale
June 30- morning
1
FOIA 12-02657 Pg 28
August 1 - morning
August 2 - morning
September 2 - morning
2
FOIA 12-02657 Pg 29
From:
Sent:
To:
Cc:
Subject:
Joanne.l.Munno@aphis.usda.gov
Thursday, April 28, 2011 4:31 PM
APHIS-AMT@we.aphis.gov
APHIS-AMTSecretaries@we.aphis.gov
Remaining Dates for Dr. Betances' Training
The schedule has been set for the rest of Dr. Betances' engagements with APHIS. Our plan was to have AMT presence at
each session to reinforce the importance we place on his message. The dates and locations follow.
Please let me know which dates you can cover. I am planning to attend the sessions in Minneapolis.
Ft. Collins
June 7- 2 sessions (morning and afternoon) July 20- morning July 21 -morning
Minneapolis
August 9 - 2 sessions (morning and afternoon) September 14- 2 sessions (morning and afternoon)
Raleigh
June 21- 2 sessions (morning and afternoon) June 22- 2 sessions (morning and afternoon)
Riverdale
June 30- morning
August 1 - morning
August 2- morning
September 2- morning
1
FOIA 12-02657 Pg 30
II
From:
Sent:
Michael Colbert < michae1.colbert@aphis.usda.gov>
Friday, March 25, 2011 5:32 PM
To:
Subject:
Attachments:
Joanne,
Joanne L Munno
Fw: Announcement for Cultural Transformation Awareness I raining in April
Announcement 2.docx
Attached is a draft version of the Training Announcement for the pilot training in Riverdale for your review (!nd approval.
How should this be sent out after approval?
Thanks
Mike Colbert
Riverdale, MD 20737
Phone: 301-734-3161

"The Value of the Leader is directly proportional to the Leader's Values."
"What we value shapes our character and wil1 ultimately define how we fead or whether we lead at all."
Our DaHy Bread
----Forwarded by Michael Colbert/MD/APHIS/USDA on 03/25/201105:27 PM----
Tanya C Briscoe/MO/APHIS/USDA
03/25/201112:03 PM
To
Terry M Ziettow/MN/ APHIS/USDA@USDA, Todd Sazdoff/MN/ APHIS/USDA@USDA
cc
Michael Colbert/MD/APHIS/USDA@USDA
Subject
Announcement for Cultrual Transformation Awareness Training in April
Hello Terry, Hey ............ Todd,
Please review the attached announcement for the training with Dr. Betances. Michael has reviewed, what's your take
on this announcement? Thank you.
1
FOIA 12-02657 Pg 31
Tanya C. Briscoe
Training Specialist
Training and Development Branch
llld Floor, cube 2A-Q2-14
phone -301 734-5551
fax- 301 734-3153
tanya.c.briscoe@aphis.usda.gov
http:ljwww.aphis.usda.gov/mrpbs/training employee development
2
FOIA 12-02657 Pg 32
lltJ NI\JS;
C
tJLTlJR.AIJ .. "h , . .. . . . TS'''
IS
COMING APRIL 28, 2011
THE APHIS MANAGEMENT TEAM AND THE MRP CULTURAL
TRANSFORMATION TEAM
PROUDY PRESENTS
CULTURAL TRANSFORMATION AWARENESS TRAINING
''Cultural Transformation'' is the process of creating a workplace where all
employees and customers are treated with dignity and respect, and provided the
opportunity for success.
FEATURING
Dr. Samuel Betances. As a biracial, bicultural, and bilingual citizen of the world, Dr. Samuel Betances
has worked in all 50 states and U.S. territories, and in seven countries including Japan to inspire willing
learners to aim high, reject rejection, and embrace themselves and each other as powerful team members
working toward a more prosperous future. He gives meaning to the history of heritage groups, historical
personas, and events marking the need for collaboration and the reduction of prejudice and racism. He
brings audiences to their feet in women's issues forums, African American historical month activities,
Hispanic events and celebrations on the legacy of Dr. Martin Luther King, Jr. to name but a few.
Target Audience:
Participants in this seminar should be APHIS employees who work in Riverdale and DC metro
area.
FOIA 12-02657 Pg 33
Description:
This course will be conducted as an in-depth Cultural Transformation awareness training session
aimed at establishing common ground knowledge and understanding about the issues and
challenges impacting USDA/ APHIS mission and goals. The format will consist of interactive
facilitation and experiential learning along with small group exercises. Each session will
establish familiarity of the basic concepts regarding diversity and how inclusive and diverse
teams can improve the bottom-line and increase productivity and mission effectiveness.
Participants will also learn that Diversity is not about counting heads, it's about making heads
cotmt. And that Diversity is not about single issue activism, it's about strengthening the
workplace with inclusive, diverse, high performing teams at all levels of organization. This
highly interactive, fun and spirited training session will add value to willing learners embracing
the challenge of change for the bottom-line. Participants should come prepared to laugh and
learn.
Objeetives:
Show the relationship between diversity and inclusion and how they are both critical to achieving our
mission and business success
Identify perceptions and behaviors that prevent the achievement of exceptional performance both
individually and organizationally
Raise awareness of personal action steps and learn how identifying biases and respecting differences
can contribute to a transformed work'tmvironment
Begin a dialogue on how diversity and inclusion values can be realized in the employee's specific
workplace: identify activities already underway and plant seeds for identifying other potential
inclusion activities to successfully build relationships with people of diverse backgrounds or cultures
Competencies Addressed: Continual Customer Service, Leveraging Diversity,
Interpersonal Skills, Integrity
Course Dates and Locations: Participants must register through Agleam. Registration
instructions are attached
Date
April28, 2011
Location
Conference Center A-D
Riverdale, MD
Course Hours: 9:00 a.m. to 12:00 p.m.
Registration Deadline
Apri118, 2011
Cost: Tuition is funded by APHIS Management Team and includes all learning resources.
Travel and per diem are funded by your program.
Selection Notification Process: We will email Cultural Transformation Awareness Training
(CT) selection approvals after the application deadline expiration date. Please keep this in mind
FOIA 12-02657 Pg 34
as rosters tend to fill very quickly. Selections are made on a first-come, first-served basis. In
order to be registered for the (CT) course, your supervisor must approve your AgLeam
application. Once approved, you will be enrolled and course specific information will be
forwarded directly to you.
Cancellation Policy: If you are unable to attend, please inform Tanya Briscoe as soon as
possible, this will provide others the opportunity to attend the training.
Point of Contact: If you have any questions, please contact:
Tanya Briscoe, HR Training Specialist, MRP Cultural Transformation Design Team:
301-734-5551/email: tanya.c.briscoe@aphis.usda.gov or
Michael Colbert, Special Assistant to the Deputy Administrator, MRPBS
Coordinator ofMRP Cultural Transformation Design Team: 301-734-3161/email:
michael.colbert@aphis. usda.gov
Registering For the Cultural Transformation Awareness Training
All application and registration procedures will be handled via AgLeam. For additional
information on the application, enrollment, course administration or other questions please
contact Michael Colbert at 301 734-3161 or michael.colbert@aphis.usda.gov.
Application Instructions for the Cultural Transformation Awareness Training
./ Log-in to AgLeam using eAuthentication user ID and Password
./ Locate the Search Catalog field in the upper right of the screen
./ Type, ncultural Transformation" in the Search Catalog field
./ Click on the Go button to the right of the field
./ The Search Results screen will come up
./ Select the Exact Phrase box to the right of the Keywords field
./ Click on the Search button
./ ''Cultural Transformation" appears in the Search Results screen
./ Click on the blue arrow to the left of the title
./ Offerings appear below the title, find the course date
./ Click on the Register button
./ The following warning appears:
The scheduled offering requires supervisory approval for you to register. If you
continue, you will be registered with a pending status until the approvers approve
your registration request.
Click on the Register button
FOIA 12-02657 Pg 35
./ Do you wish to proeed?
../ Click on the Yes button(ifyour supervisor concurs with your participation)
./ The Registration screen appears
Note: Your supervisor's name should appear when you click on the (Show All)
link to the right of Supervisor Level 1 in the Approvers column - if not you need
to update your profile screen identifYing your current supervisor
./ Click on the Confirm button
./ The Registration Complete screen should appear with your status of pending
Once you have registered, AgLeam will send an automated message to your supervisor
requesting approval. In order for you to be assigned the course your supervisor must grant
approval by responding to the message. We would encourage you to talk with your supervisor
prior to registering to assure approval, and to let them know once you have registered,
participation will be pending approval through the AgLeam system.
FOIA 12-02657 Pg 36
From:
Sent:
Michael Colbert <
Friday, March 25, 2011 5:14 PM
To: Joanne l Munno
Subject: Re: Fw: Cultural Transformation --brochures and bookmarks ...
Joanne,
So that I'm clear with lPA's involvement, who should I be communicating "Yith in lPA about developing
information/materials, that I sent to Tina?
I provided Howard with all the necessary information he needed to process the contract for CT Training.
Dr. Betances contact is._l ______ <_bl_<
6
_l -------'land his number is (773}-463-6374
(b)(6)
The contact information is also on the conference table in my office. Did you have any changes for the Best Hopes
Information Form?
Also, while I'm on leave please feel free to contact me anytime if you have any question or concerns.
Have a nice weekend!!
Thanks
Mike Colbert
Riverdale, MD 20737
Phone: 301-734-3161
Fax: 301-734-4938
" The Value of the leader is directly proportional to the leader's Values."
Our Daily Bread
Joanne l Munno/MD/APHIS/USDA
03/25/2011 03:31 PM
To
Michael Colbert/MD/APHIS/USDA@USOA
cc
1
FOIA 12-02657 Pg 37
Subject
Re: Fw: Cultural Transformation --brochures and bookmarks ...
That's not what I got out of your message to Tina or your first message to I'Tle. So, we're on the same page now? LPA
has the lead on materials and Tina should not be working independently of them.
Please leave all the contact info for the contractors on your desk. I'm going to need to talk to both of them next week.
Michael Colbert/MD/APHIS/USDA
03/25/201102:10 PM
To
Joanne L Munno/MD/APHIS/USDA@USDA
cc
Subject
Joanne,
That was only a draft ... It needed some work which is why I sent it to Tina tor her creative touch.
From: Joannel Munno
To: Michael Colbert
Cc:
Date: 03/25/2011 02:05 PM EDT
Subject:Re: Fw: Cultural Transformation --brochures and bookmarks ...
Tanya's CT brochure is to go no further.
Michael Colbert/MD/ APHIS/USDA
2
FOIA 12-02657 Pg 38
03/25/2011 01:39PM
To
Joanne l Munno/MD/APHIS/USDA@USDA
cc
Subject
Joanne,
I will follow up with Howard and make sure he has all the information he needs from me before I leave tonight. I
reached out to Tina to assist with developing some materials (bookmarks, posters, handouts} for the upcoming
classroom training with Dr. Betances ...
Thanks
Mike Colbert
Specia Assistant to the Deputy Administrator, MRPBS
Riverdale, MD 20737
Phone: 301-734-3161
Fax: 301-734-4938
" The Value of the leader is directly proportional to the leader's Values."
Our Daily Bread
Joanne L Munno/MD/APHIS/USDA
03/25/201111:36 AM
To
Michael Colbert/MD/APHtS/USDA@USDA
cc
Bobbie Purceii/MD/ APHIS/USDA@ USDA
Subject
Fw: Cultural Transformation --brochures and bookmarks ...
3
FOIA 12-02657 Pg 39
Not sure what you're doing here .... .! put a hold on this since I had not seeri the brochure and did not understand how
this related to lPA's initiative. In any event, the last I heard, next week, and I had asked you to
concentrate on getting the statement of work for the classroom training contract to ASD. If this is not done today, I will
be reassigning it. Status, please.
-----Forwarded by Joanne l Munno/MD/APHIS/USDA on 03/25/201111:3.1,1. AM----
Sharon M Coursey/MD/APHIS/USDA
03/25/201111:33 AM
To
Joanne l Munno/MD/APHIS/USDA@USDA
cc
Subject
Fw: Cultural Transformation --brochures and bookmarks ...
Joanne:, per our conversation
Or. Sharon Coursey, Director
Human Resources
Marketing and Regulatory Programs Business Services Room 1714 South Building
Washington, DC
Phone 202-720-1530
Fax 202-690-0866
email: sharon.m.coursey@aphis.usda.gov
-----Forwarded by Sharon M Coursey/MD/APHIS/USDA on 03/25/201111:24 AM----
Kathy M Slaga/MN/APHtS/USDA
03/25/201110:15 AM
To
Sharon M Coursey/MD/APHIS/USDA@USDA
cc
Subject
Fw: Cultural Transformation
4
FOIA 12-02657 Pg 40
Hi Sharon,
Just sending this your way for information and a little guidance. I Tina sending this to me and told her to
move forward with providing some ideas to Michael. I relayed to her that content would need to be approved
before any printing and that due to budget, she not print anything unless in mass unless it is approved.
That seemed to be an OK approach until I just read the message you forwarded from Beth Jones about cultural
transformation communication and that workgroup. Just trying to piece it together to understand what Michael's
purpose is versus the CT communication workgroup.
Any thoughts? Thanks much.
Kathy Slaga I Human Resources Division, MRP, USDA I Minneapolis, MN I ( 612.336.3354 I *
kathy.m.slaga@aphis.usda.gov
-----Forwarded by Kathy M Slaga/MN/APHIS/USDA on 03/25/201109:05 AM----
Christina S Furnkranz/MD/APHIS/USDA
03/24/201112:31 PM
To
Kathy M Slaga/MN/APH1S/USDA@USDA
cc
Subject
Fw: Cultural Transformation
Hi Kathy,
Just wanted to let you know that Mike Colbert came by today and asked if I could help with some marketing for CT. Just
wanted to let you know that I'll be working on this simultaneously with the HR Broadcast and Visual HR Calendar.
let me know if this is okay?
I know CT is high priority these days, so I took it on immediately.
Thanks
Tina
--- Forwarded by Christina S Furnkranz/MD/APHIS/USDA on 03/24/2011 01:29 PM-
From: Michael Colbert/MD/ APHIS/USDA
To: Christina S Furnkranz/MD/APHIS/USDA@USDA
Date: 03/24/201110:29 AM
5
FOIA 12-02657 Pg 41
Subject:Cultural Transformation
Tina,
Attached are some examples that you can use to develop some APHIS Cui ural Transformation posters, bookmarks and
handout ...
Let me know your creative thoughts on this ... Tanya Briscoe developed the CT Brochure. You may have already seen the
bookmark with the Secretary and AMS developed some bookmarks.
[attachment "CT Bookmarks by AMS.pdf" deleted by Michael [attachment "CT
pamphlet.docx" deleted by Michael Colbert/MD/APHIS/USDA] [attachment "Cult Tran Bookmark 8-18-10 {3).pdf"
deleted by Michael Colbert/MD/APHIS/USDA}
Thanks
Mike Colbert
Riverdale, MD 20737
Phone: 301-734-3161
Fax: 301-734-4938
"The Value of the Leader is directly proportional to the Leader's Values."
"What we value shapes our character and will ultimately define how we or whether we lead at all."
Our Daily Bread
6
FOIA 12-02657 Pg 42
5448 N. KimJI Ave., Chicago, IL 60625
Phone: 773-460--6374 Fax: 773-463-0429
Email: contactus@betances.com

SOUDG, BETANCES 8: AsSOCIATES, INC. EIN # : 36-37 4-3331
Dl'CRBITT TRAINER& AND C:ttNaULTANl"ll
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BEST HOPES INFORMA11ION FORM
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for CONTRACT #: 11-04-13-f!IIC-C-1
tn order for Dr. Betances to do his be$t work, we request that you complete- this Best tiQpes
Information for each session in which Dr. Betances will be a presentation, unless sessions
are identical. (Please feel free to make as many copies as necssary).
If your best hopes are met, what do you hope will be achieved through Or. Betances'
presentation?
1) Presenting a eompelting for diversity and inclusion that engages a* employees
2) Participants will walk away with practical information for immediate application
3) Builds momentum and a sense of urgency within leadership ranks for Cultural Transformation
4) Participants will be energized and focused on constructive /engagement
Please list the issues you wouftt like Dr. Betances to into the presentation.
1) The power of having an inclusive Cutture
2) Generational differences
3) Class/Gender differences
4) Emotionallntelligence
Please list specific challenges your organization faces in its Diversity quest .
. 1) Sustainability
2) Building Trust
3) Managers adopting the mindset of "leading" Cultural
4) Creating an environment for constructive engagement
"Strengthening the World of Work !Through Diversity"
FOIA 12-02657 Pg 43
MRP TRAINING
TABLE OF CONTENtS
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BACI((;ItOlJNI> .................................
1
3
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. 1 ................................ 3
MltP ClJLTlJitAL TltANSFOitMATION ................... 4-5
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EV ALlJATION ............................... I ................................ 6
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TltAININ<; TEAMS16
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FOIA 12-02657 Pg 44
Cultural Transformatiort
BACKGROUND
Secretary Vilsack's efforts to transform the USDA represent 't compelling and multi-faceted
change effort. And, as with any effort of this magnitude, requires attention at the
organizational, systems, and individual level. The Secretary has made it clear that his vision
means inclusion and equity of opportunity for our workforce, and the diversity and performance
of our workforce must reflect that diversity, while meeting thd expectations of the people we
serve, and the policies, processes and systems we use to those services need to be
effective and efficient means of delivery.
Moving the Secretary's vision forward with sustainable change within the MRP Mission Areas
requires MRP leaders and employees to take systematic actiotit to transform our organization, our
systems, and continue to develop and grow as individuals. MRP had the privilege and benefit of
conducting a comprehensive Management Review, several Tdwn Halls and listening sessions
with our employees as part of the early Cultural efforts. What we learned from
that Review, along with the results from our Employee ViewPoint Surveys .and other interactions
with leaders and employees, enabled us to implement needed responsive changes that link
directly to the Secretary's vision. Some examples of organizational and systems changes that
have already been made include modifications in existing traiinug for new supervisors, the
establishment of inclusive work groups for policy development, process improvement initiatives
to facilitate service delivery as well as to alleviate burdens oniemployees, improving outreach to
and hiring of individuals with disabilities and our veterans, implementing new programs to
develop leaders at all levels and increasing mentoring and opportunities for our
employees. We are moving forward in our transformatkm and view the Cultural
Transformation Training as an important and necessary piece !in our overall Cultural
Transformation Action Plan and change strategy.
LEADING SUSTAINABLE CHANGE
Training is an important component of any overall change str*tegy. However, it is well grounded
in change management research and literature, that training will be insufficient to sustain
any change effort over time. Within MRP, we have coalitions of committed senior leaders in
place, working groups who crafted and submitted our Action Plan, and lots of other on-going
transformation activities already underway that will lead to sU:stained change. Our plan is to use
.our initial Cultural Transformation Training effort as an Campaign" to achieve a
shared understanding of the Secretary's Vision for Transformation, convey the commitment of
MRP's senior leadership to all of our employees, provide awareness level training on diversity,
and equip our employees with tools and ihfonnation that their further learning and
engagement in this change effort.
MRP Training Plan Page 3
FOIA 12-02657 Pg 45
Cultural Transformation
MRP CULTURAL TRANSFORMATION TRAIN,NG PLAN
A customized Webcast forms the centerpiece of the MRP Tra}ning plan. Upon completion of the
on-demand Cultural Transformation Webcast training sessioni via the internet, MRP leaders and
employees in our Mission Areas will be able to: '
Clearly articulate the Secretary's Vision for Cultural
Recognize that senior leadership is committed to sustainable, long-term change related to
Cultural Transformation;
Identify cultural transformation activities within the Mission Area and agencies that are
on-going and engage employees to willingly participate;
Provide current on-line resources for continual learning i* diversity and other cultural
transformation training courses or activities.
The Webcast will consist of the following components:
A recorded message from Secretary Vilsack will be used to !4ck-offthe webcast training. In this
message he outlines his vision for Cultural Transformation oUSDA.
A recorded Cultural Transformation Message from the 3 Agebcy Administrators---the Agency
Administrators will share their perspectives on the Transfon:nation initiative, its meaning within
each Mission Area, specific efforts and initiatives underway iln their respective agencies, and
discussions encouraging and/or identifying meaningful oppoiitunities for employee engagement.
A recorded Diversity and Inclusion Awareness Segment---thi!s piece will be delivered by an
expert in the field of diversity, and will outline the business c.ase for Cultural Transformation,
including information on the impact of changing demographics, the value of diversity in the
workplace, the importance of cultural sensitivity in service delivery, and the need to devise
effective communication strategies.
Resources for further Learning and Engagement---this will include information on a
variety ofUSDA resources including the Cultural Transformation Website, MyUSDA, Agency
specific resources, and the suite of resources available for continual learning on-line. We will
pre-screen on-line learning courses and curriculum in the USpA Learning Management System
(AgLeam) and those offered by the Secretary's newly Virtual University, for easy
access to recommended curricula for Cultural Transformation and related material for all
employees. Some possible topics to be covered include: Generational Differences, Emotional
Intelligence, Diversity and High-Performance, Cross-Culturatl Communication, and Effectively
Bridging differences in the workplac.e. (We will continue to these suites of courses for
new employees, on-boarding and other purposes following tQis initial Cultural Transformation
training roll-out, thus maximizing if's use and benefit for long-term sustainability).
FOIA 12-02657 Pg 46
The MRP Training Team will ensure that the recorded is 508 compliant and placed in
AgLeam, as well as on DVD and other formats to accommodate the needs, schedules and
technology access of the diverse, dispersed, field-based MRP !Mission Area workforce. This
Training Plan is appropriate insofar as it takes into account soUnd change management principles
mentioned earlier and is sensitive to the current political and fiscal challenges facing our
Department. It is also consistent with the Secretary's call for judicious use of resources and
travel, yet lays out a sound, supportive framework for understanding and
engagement in the transformation process. We anticipate the iWebcast will be ready for roll out
by XXXX, 2011, and all employees will complete this training on or before September 30, 2011.
In addition to the Webcast and the suites of pre-screened courses, MRP/APHIS has an in-
house expert credentialed by the American University in the field of Emotional Intelligence and
generational differences, who will be available to deliver supplemental on-site classroom training
as requested.
Classroom Cultural Transformation Training! Plan Supplement
For Animal and Plant Health Inspection Service (APHIS) ONLY
The Animal and Plant Health Inspection Service (APHIS) Training Plan builds upon the MRP
Training plan b-y incorporating limited classroom training foriall employee participation at
strategic locations. The classroom training sessions will be cqnducted at our Riverdale, MD
location and field locations in Raleigh, NC, Minneapolis, MN" and Ft. Collins, CO. In order to
provide training for approximately 2,300 employees at these locations, we're planning to
schedule 15 separate training sessions.
The half day training sessions will be conducted by experts in dversity and designed as in-depth
diversity awareness sessions aimed at establishing common groUnd knowledge and understanding
about the issues and challenges impacting USDA/ APIDS missi(}n and goals. The format will consist
of interactive facilitation and experiential learning along with small group exercises. Each session
will establish familiarity of the basic concepts regarding diversity and how inclusive and diverse
teams can improve the bottom-line and increase productivity and mission effectiveness.
The training sessions will be tailored and customized to the speeific desires and challenges of
USDA/ APHIS employees, and the participants will learn:
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How identifYing biases and respecting differences can benefit the workplace
Practical skills for increasing sensitivity, diversity inclusion
Skills to successfully build relationships with people! of diverse backgrounds
Methods of conflict management
Participants will also learn that Diversity is not about counting heads, it's about making heads count.
And that Diversity is not about single issue activism, it's about the workplace with
inclusive, diverse, high performing teams at all levels of the organization. The essential link between
the business case for diversity and demographic shifts in the pOpulation will be made. The benefits
and values of diversity as a bottom-line, mission-driven initiatiV:e, in view ofdemographic changes
will be highlighted.
FOIA 12-02657 Pg 47
EVALUATION
As previously mentioned, Cultural Transformation is a multi(aceted change effort that involves
change on an organizational, systems, and individual leveL \\1e will use several measures over
time to determine our success. To immediately assess the of this specific training effort
and our Webcast's effectiveness, we will conduct post-.courseievaluations. In additions we will
be reviewing future Employee Viewpoint results for changes fn scores, assessing the customer
satisfaction from process improvement efforts, looking at chahges in our workforce profile from
our hiring reform efforts, as well as participation rates in devdlopmental opportunities, training
programs, awards and promotions.
TRAINING TEAM
The members of the MRP Cultural Transformation Training Team are listed below.
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MRP Cultural Transformation Training Coordinator
Michael Colbert, Special Assistant to the Deputy Administrator, MRPBS
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APlilS Cultural Transformation Training Team
Terry Zietlow, HRD, Deputy Director, Talent Development & Management
Tanya Briscoe, HRD, Training Specialist, Training and Branch
Todd Sazdoff, HRD, Executive Consultant, Executive Suppotjt & Leadership Services Branch
AMS Cultural -Transformation Training Team
Jan Williams, Director, AMS Training Institute
Jerry Fernandez, Instructional Systems Specialist & AgLeam !Agency Lead
Sue Bernstein, Education Specialist
GIPSA Cultural Transformation Training Team
Rosemary Mayne, MBS, Deputy Director
Caroline Thorpe, Training Specialist
FOIA 12-02657 Pg 48
Project Plan Description
Title of Project
MRP Cultural Transformation Training Plan for all employees i
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Purpose (Brief statement of what this project intends to accdmplish)
The purpose of this project is to develop a plan of action for developing and delivering the
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mandated Cultural Transformation Training, utilizing vari<i>us approaches that are responsive
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to the needs of the MRP workforce, while accomplishing the training goals for all employees
with this initiative.
Background/Description (How it came about, brief history)
Secretary Vilsack presented his case for Cultural Transformation of USDA, and at the heart of
!
his case is the creation of a high performing organization values "Diversity and
Inclusion." In order to move USDA forward with this visiqn, a USDA Cultural Transformation
Task Force was assembled and identified competency gaps and developed action planning
teams around the following areas: 1) Leadership 2) Emplpyee Development 3) Talent
Management 4) Recruitment and Retention 5) Service & Community Outreach.
Based on the competency gaps as identified, the task fore included diversity and inclusion
as essential components to the accomplishment of our 111ajor competency based initiatives
related to performance management, talent manageme*, employee engagement, and
business process improvement. ifo reach the level of suctess requested by Secretary
Vilsack, our Cultural Transforma ion process must radical changes in our business
processes as well as a transform tion in our ability to equitable opportunity for all
employees to be personally succ ssful and fully engaged in the success of USDA/MRP
mission.
By making this initiative a priority, RP will be able to develqp:
Better Policies
Higher levels of p rformance
Better creativity a d innovation
Better customers ervice
Increased morale
Retention of tale t
Agency Sponsor (Name and description of specific role}
Joanne Munno, APHIS, Deputy Admi istrator MRPBS
Ellen King, AMS, Deputy Administrat r
John Pitchford, GIPSA, Director
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Project Manager/Team Members ( ames, unit, project manager phone number)
Coordinator Mike Colbert, MRP Coo dinator 301-734-3161
FOIA 12 02657 Pg 49
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Project Plan Description
APHIS
Terry Zeitlow, HRD, Talent Development & Management
Tanya Briscoe, HRD, Training and Development Branch ,
Todd Sazdoff, HRD, Executive Support & leadership Services! Branch
AMS
Jan Williams, Director, AMS Training Institute
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Jerry Fernandez, Instructional Systems Specialist & Agleam 4gency lead
Sue Bernstein, Education Specialist
GIPSA
Rosemary Mayne, MBS Deputy Director
Caroline Thorpe, Training Specialist
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Description of deliverables (list deliverables, intended uses, iand users, including how it links to
or replaces existing systems)
Develop an awareness campaign and message that creates ajsense of urgency using a variety of
methods such as video, pamphlets, brochures/posters, media which will inform and
educate all employees about USDA's Cultural for MRP employees.
Develop multiple training approaches using the Business Casr from the Secretary for the
Cultural Transformation of USDA employees. The training will be developed specifically for
Agency leaders, Managers, Supervisors and employees, delivery in the classroom,
online, or via webinars. '
Delivery of training in support of the measurements listed in /the MRP Action Plan for all
employees, supervisors, managers and leaders. This will vary depending on employee
or program needs and available resources.
Linkage with other projects/other Agency partners (Who e1$e across the Agency is involved or
needs to be involved, and their role) i
MRP Cultural Transformation Action Planning Team
MRP Cultural Transformation Training Team
APHIS/AMS/GIPSA Training and Development Branches
Monitoring/Approval Process (Who and how)
APHIS, Deputy Administrator, as necessary
AMS, Deputy Administrator, as necessary
GIPSA, Deputy Administrator, as necessary
FOIA 12-02657 Pg 50
2
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Project Plan Schedule
Major products and
deliverables
Develop and Implement a
(CT) awareness campaign
in collaboration with LPA
Executive training session
on diversity and inclusion
(APHIS- Only)
Train- the- trainer for MRP
personnel to develop
expertise in diversity and
inclusion training for
classroom and webinar
_ _ _ _
Develop end design
classroom diversity and
inclUsion training for
managers and supervisors
Develop and design
classroom diversity and
inclusion training for all
employees (APHIS-Only)
Tasks Who is_R.esponsibl!;!
Develop timetable for delivering Secretary
Vllsack's CT video that creates the sense of
urgency for CT MRP Training Team
Develop message for MRP Administrators
on sense of urgency for CT (Video/Email) Design Team
Develop Pamphlets/Brochures Design Team
Develop Posters Design Team
Evaluate sources for expertise and
availability for development and delivery MRP Training Team
External Diversity/Inclusion
Deliver Training Trainers
Training in Diversity and Inclusion MRP Training Team
-- f--
availability for development and delivery MRP Training Team
Develop training objectives Design Team
Develop training module and outline Design Team
Develop lessons Design Team
External Diversity/Inclusion
Internal Diversity/Inclusion
availability for development and oelivery MRP Training Team
Develop training objectives Design Team
Target Actual
Completion completion
Date Date Stat1..1s/ Approximate Costs
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2/28/11 LPA leading
2/28/11 In collaboration with LPA
2/14/11 2/14/11 Completed
Approved
Dr. Samuel Batences to present
material for half day session to AMT
ASAP 4/13/11 On 4/13/11 for $7,603
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ASAP Not Approved For 10 participants $25,000, 3 days
... -----
t-- --- t--- -- ----- - -- - I
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2/28/11 2/28/11 Completed
3/31/11 Not Approved
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9/30/11 Not Approved For 30 participants $3,000 half day
AMT approved pilot for Dr. Betances
to deliver pilot training in Riverdale on
2/28/11 2/28/11 4/28/11 for all employee $7,603
3/31/11 Consulting with Vendor
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Project Plan Schedule
Majc;>r products and
deliverables
Develop and design
Aglearn diversity and
inclusion training module for
all employees and the on-
boarding process
Develop and design
webinar/webcast for
diversity and inclusion for all
employees
-- ----
--
Tasks
Develop training module and outline
Develop lessons
Deliver Training
availability for development and delivery
Custom Design and develop module for
MRP/APHIS
Review current diversity and Inclusion
courses available within Agleam
Develop fist of recommended diversity and
inclusion courses
Evaluate sources for consultants expertise
and availability for development and
delivery
Custom Design, develop and deliver
module for Webcast for MRP
Develop, design and deliver webinar for
employees - -
--
__________ ____._:_______
Target Actual
Completion completion
Who is Responsible Date Date Status/ At>proximate Costs
Oesign Team 3/31/11 Consulting with vendor
Design Team 3/31/11 Consulting with vendor
Trainers 9/30/11
MRP Training_ Team 2/28/11 2/28/11 Completed
Agency Aglearn Administrator For license and unlimited participation
and Diversity Experts 3/31/11 Not Approved $50,000
AMS has a team reviewing courses
Design Team 3/31/11 APHIS Aglearn team also reviewing
AMS has team developing lists of
recommended courses/ which will
Design Team 3/31/11 include Lean Six Sigma courses
MRP Training Team 2/14/11 2/28/11 Completed
Approved
Consulting with vendor for delivering
webcast recorded with both video and
External Oiversityllnclusion power point for unlimited viewing
Trainers 9/30/11 within MRP for $9,000
Trainers- --9f30f11 Not approved -Fof each- participanUt would cost $tn
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----------- --- - - ~ -- - ~ - - - - - - - - - - - - --- -- L__________...: __ ~ - - - - - . : . --- - - - ~ - - - - - .
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From: Michael Colbert <michaet.colbert@aphisiusda.gov>
Sent
To:
Wednesday, March 16, 201110:00 AM '
Joanne L Munno
Cc: Bobbie Purcell; Howard G Price
Subject: Fw: Contractual Packet for Dr. Betances' Event on April 13th
110413Contract.pdf; A-V Instructions-NEtw.doc; BEST HOPES NEW.doc; EVENT DESCRIP- Attachments:
'
SITE LOGISTICS NEW.doc; TlSF NEW.doq
FYI .
Thanks
Mike Colbert
Riverdale, MD 20737
Phone: 301-734-3161
Fax: 301-734-4938
" The Value of the Leader is directly proportional to the Leader's Values."
Our Daily Bread
-----Forwarded by Michael Colbert/MD/APHIS/USDA on 03/16/2011 09:59AM-----
~ ~ ( b ~ ) ( - 6 ) - - - - - - - - - - - - - - - - - - - - - - - - - - ~ ~
03/16/2011 09:40AM
To
<Michaei.Colbert@aphis.usda.gov>
cc
Subject
Contractual Packet for Dr. Betances' Event on April 13th
Hello Michael:
1
FOIA 12-02657 Pg 53
I!
Please find attached the contract and forms for Dr. Betances' event on The contract needs to be signed
(unless there will be a purchase order from your end) and the forms need be completed and returned to me at your
earliest convenience. I have also attached the A/V requirements for Dr. Betances' presentation.
!
I would appreciate you confirming receipt ofthis message and the attach"flents. lwilr send the contract and forms for
the April 28th event in a separate email. Thank you.
CordiaUy,
(b)(6)
Souder, Betances and Associates, Inc.
5448 N. Kimball Ave., Chicago, ll 60625
Phone: 773-463-6374 Fax: 773-463-0429
Email: I (b)(6) 1 Web: www.betances.com
2
FOIA 12-02657 Pg 54
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SoUDER, BETANCES 8: AsSOCIATES, INC.
DIYii:A.lYT TJtAINIIi':Aa A.ND CONBULTANT'S
5448 N. Ave., Chicago, IL 60625
Phone: 773-463-637 4 Fax: 773-463-0429
i

EIN #:
EVENT DESCRIPTION AND SITE !LOGISTICS FORM
for CONTRACT#:
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In order to plan appropriately please complete a separate form for each session in which Or. Betances
will be making a presentation unless sessions are identical. feel free to make as many copies as
necessary}.
Type of Presentation: _Keynote L_ Training
_ Breakout Session/Workshop L Other (Indicate):
Theme of Presentation:
Time Frame: Number of Participants:
Description of Participants:
location of Presentation:
A Theatre Style Room is most suitable for Keynote and Lecture presentations. A room with tables that allow
for participant interaction is most suitable for small discussions, workshops and trainings.
Indicate which room layout is available for this session and draw a diagram of the room layout on the reverse
side of this sheet.
_ Theatre Style _ U-Shape _ Classroom Style Round Tables
We are best equipped to handle our client's needs when the following are made available for all
presentations:
Portable Lavalier/Lapel Microphone
Computer or Laptop w/ at least Microsoft Office 2000 PowerPoint
1
LCD Projector w/screen(s) connected to the computer/laptop
Cold, bottled water
For breakout sessions/workshops/trainings, at least one easel w/ a full pad of chart paper and markers for all
participants should be available. Participants should also h;;tve and pen/pencil to take notes.
NOTE:
Regardless of audience or theatre/room size, seating should allow for maximum interaction between audience
and speaker.
When introducing Dr. Betances, please read only relevant excerpts from Dr. Betances' Bio and avoid blanket
reading.
"Strengthening the World of Work 'Through Diversity"
FOIA 12-02657 Pg 55
5448 N. KimbJII Ave., Chicago, IL 60625
Phone: Fax: 773-463-0429
www.betances.com
SOUDER, BEI'ANCES 8: AssociATES, INC. EIN #: 36-374-3331
DI.Y.R:RI!ill'l'"'' T-AtN:S.a AHD-COMBULTANTa
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A-V INSTRUCTIONS
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Dr. Betances' AudioNisual Needs for all events:
1) Dr. Betances will need a computer/laptop setup, w/LCD projector and screen, and the ability
to play sound as he will be using PowerPoint Slides wl\lich might include video clips with
audio. The computer will need to have at least PowerPoint 2003 (Part of Microsoft
Office 2003) or above. Also, he will need someone to! help setup the slideshows on the
computer and to run thern white he conducts the Dr, Betances wilt bring the
PowerPoint files with him on USB Flash Drive (memory stick).
2) In breakout sessions, workshops and trainings, each participant will need paper and
pen/pencil to take notes and work on the exercises. There should be at least one
easel with a tun pad of chart paper and markers setup:near the front of thernom for
participants to come up and use.
3) Dr. Betances will need a lavaliere/lapel microphone fot all events.
4) Please have cold bottled water available for Dr. Betantes during all
presentations/workshops/trainings.
If you have any questions, please do not hesitate
t t t
. .
1
I (b)(6)
o con ac me v1a ema1 at'===;;;;:;;;======;;;;;;;;;;-'
or by phone at (773) 463-6374.
"Strengthening the World ofWork ifhrough Diversity"
FOIA 12-02657 Pg 56
5448 N. Ave., Chicago, JL 60625
Phone: Fax: 773-463-0429
www.betance!i.com
SOUDER, BETANCES Be AsSOCIATES, INC. EIN # : 36-374.3331
DITRR.JTT TRAINEAa AND COM.&Ut.TANT&
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TRAVEL, LODGING AND $1TE FORM
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for CONTRACT"#: I
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Please provide the following information to enable us to make finall()gistical arrangements for Dr. Betances'
participation in your event. NOTE: If driving is required on the part qf Dr. Betances, please provide detailed
directions with a map from Chicago to the site and specific parking arrangements closest to the facility. In
addition, please complete all rel.evant portions of this form. '
Requested DatefTime of Arrival to Destination:
Requested DatefTime of Departure from Destination:
SITE OF !:VENt:
Facility:
Address: City: .State:
Contact Person at site: Phone:
DRESS CODE: Formal _ Business Suit _ Business casual lnt6rrnal _ Othet
AIR TRAVEL: Will Dr. Betances be met at airport?
If yes, by whom?:
Yes No
In the event of flight changes, please provide the following numbers where a client rep. can be reached.
Wk#: Hm #: Cell#:
Car#: Pgr#: .1-800#:
If Dr. Betances is not met at the gate by a person holding a sign with his name, he will go to BAGGAGE CLAIM
and wait inside the terminal until met or paged.
limo If no, do you recommend that he take a taxi _ shuttle
Car/Limo Service Confirmation #: Car/Limo Service Phone #:
Will Dr. Betances be dropped-off at the airport after the engagement?
If yes, by whom?:
Yes No
LODGING: (NOTE: Please Note that Dr. Betances prefers a king siZe bed in the non-smoking section.)
Will you be making hotel reservations if necessary? Yes No
1f yes, Name of Hotel:
Address: Phone:
Date of Reservation: Confirmation #:
Direct Billing to Client Yes No
If no, please suggest closest hotel to event:
I
Phone:
"Strengthening the World of Work ;Through Diversity"
FOIA 12-02657 Pg 57
Frotn:
Sent:
To:
Subject:
MiChael Colbert <michael.colbert@aphisfusda.gov>
Thursday, March 10, 201111:39 AM
Joanne L Munno
Date for Riverdale Pilot
Joanne, .
I wanted to get your approval to lock in a date for the Riverdale pilot. on current availability of the Riverdale
Conference Center and Dr. Betances, Thursday April 28th is available for to lock in now.
Thanks
Mike Colbert
Riverdale, MD 20737
Phone: 301-734-3161
Fax: 301-734-4938
"The Value of the Leader is directly proportional to the leader's Values." .
Our Daily Bread
1
FOIA 12-02657 Pg 58
From:
Sent:
To:
Cc:
Subject:
Attachments:
Michael Colbert < michael.colbert@aphis.usda.gov>
Wednesday, February 23, 2011 3:13 PM
Joanne L Munno
Bobbie Purcell
Revised MRP a Training Plan
MRP CT training plan revised 2-22.doc
Good afternoon Joanne/Bobbie, ,
Based on our meeting and the feedback yesterday I wanted to provide yo4 this updated version, for comments, before
sending out to the MRP Team for review and development of MRP training objectives. Laura provided me with the
information on employees and training capacity information this afternoop and I'm waiting to hear from Samuel
Betances(Vendor) on doing a webinar and his pricing for training 2300 employees in theater style classrooms.
Thanks
Mike Colbert
4700 River Road, 38-0lF
Riverdale, MD 20737
Phone: 301-734-3161
Fax: 301-734-4938
"The Value of the leader is directly proportional to the Leader's Values."
"What we value shapes our character and will ultimately define how we l e ~ d or whether we lead at all."
Our Daily Bread
1
FOIA 12-02657 Pg 59
from:
Sent:
To:
Cc:
Subject:
Attachments:
Joanne,
Michael Colbert
Wednesday, February 16, 201111:30 AMi
Joanne L Munno
Bobbie PurceU
Decision Memo for CT Training
MRP Decision Memo for Cultural Transformation Training.doc
I sent a draft of this document to Bobbie last week and under the circumstances, I'm not sure if you've seen it. If you
have or have not, attached is a revised version of the decision memo for yqur review ...
Thanks
Mike Colbert
Riverdale, MD 20737
Phone: 301-734-3161
Fax: 301-734-4938
"The Value ofthe Leader is directly proportional to the Leader's Values."
Our Daily Bread
1
FOIA 12-02657 Pg 60
By making this initiative a priority, MRP will be able develop:
Better policies
Higher levels of performance
Better creativity and innovation
Better customer service
Increased morale
Retention of talent
OPTIONS
The cost estimates presented below were gathered and: estimated based on
preliminary pricing information from the following Vtihdors that specialize in
diversity and inclusion training; Innovations Prism International,
Betances & Associates, Knowledegstart and Human ltechnology.
1
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APPROACH
The following training options will be conducted by in the field of Diversity
and Inclusion. Each training session will provide in-d#pth awareness in diversity and
generational differences, interactive facilitation and with small
group exercises aimed at establishing common groun4 knowledge around diversity
and how inclusive and diverse teams can improve the bottom line and increase
productivity and mission effectiveness. The travel for the vendor is included and
we're estimating $2,000 per participant for travel. (Video teleconferencing may be an
option to reduce travel costs)
Executive Briefing on Diversity and Inclusion and Alignment at
Headquarters for all MRP Senior Executives Y2 day session for
52 SES participants, APHIS-38 AMS-11 GIPSA-3
Cost approximateiy $8,000, plus travel for 7 participapts $14,000
Classroom Training on Diversity and Inclusion at field locations for
Senior Leaders/Managers 14115 Y2 day sessions for
509 MRP Senior Leaders/Managers, APHIS-351 AMIS-123 GIPSA-35
Cost approximately $50,000, plus travel of25 participants $50,000
Managers/Supervisors 12/13 Y2 day session for
598 MRP Managers/Supervisors APHIS-456 AMS-128 GIPSA-14
Cost approximately $60,000, plus travel of25 participants $50,000
Aglearn Training Module Developed for MRP on Diversity and Inclusion
For License and unlimited participation by 14,000 M:t{p employees
Cost approximately $50,000
FOIA 12-02657 Pg 61
Webinar Training Module on Diversity and facilitated by experts
(recorded at media center with both video and point) includes (508)
compliance. For unlimited viewing by 14,000 MRP
Cost approximately $10,000 I'
li
'I
I;
Tota/costapproximately$178,000p/us travel by S7 P,articipants $114,000
!i
2"d APPROACH ,!
The following training options will be conducted by personnel and trained by
experts in the field of Diversity and Inclusion. Each tr#ining session will provide
diversity awareness, some interactive facilitation at establishing fundamental
knowledge about diversity and inclusion and the business benefit. The travel
for this approach is estimated at $2,000 for each
Train-the-trainer for MRP personnel to be trained! land certified to deliver
'I
Diversity and Inclusion Training at Headquarters toi imost groups of employees via
classroom or webinar/virtuallearning settings. i r
3 day certification course for 10 agency trainers '!
Cost approximately $25,000, estimating 5 trainers frotn field locations will require
travel $10,000 i
i,i
Senior Leaders/Managers 14/15 'l2 day sessions for! 509 MRP Senior
I,
Leaders/Managers i:
Conducted by MRP trainers, travel cost for 2 trainers locations $16,000
::
:Managers/Supervisors 12/13 'l2 day session for Managers/Supervisors
Conducted by MRP trainers, travel costs for 2 $16,000
Classroom Training on Diversity and Inclusion at strategic field
locations This 'l2 day training will be available to 'l4 oKMRP employees 3,500
Conducted by MRP trainers, travel costs for 2 $20,000
I!
Webinar Training Module on Diversity and
Conducted by MRP trainers at no cost with APHIS
Total cost approximately $25,000 plus travel $62,000
!:
3'd APPROACH
"
,,
The following training options will be conducted by IWRP personnel, without the
direct support of experts in the field of diversity and i#clusion. All sessions will
provide diversity awareness, some interactive aimed at establishing
'i
FOIA 12-02657 Pg 62
I
li
i!
I'
I!
fundamental knowledge about diversity and inclusion the resulting business
benefit. Minimal travel may be needed for this
!I
Custom off-the-shelf Diversity and Inclusion Train.p.g Module for MRP training
personnel to use for developing curricula for and webinar/virtual
learning sessions.
1
I
Cost approximately $25,000, plus materials, $10 for participant
'I
1:
Senior Leaders/Managers 14/15 Y2 day sessions MRP Senior
Leaders/Managers I I
Conducted by MRP trainers onsite
Classroom Training on Diversity and Inclusion at s.rategic field locations for
Managers/Supervisors 12/13 Y2 day session for 598 ftvlRP Managers/Supervisors
Classroom Training on Diversity and Inclusion for at strategic field
locations This Y2 day training will be available to Y4 employees 3,500
1
'
On-Line AgLeam, MRP trainers will review diversity and inclusion
courses available within the system and develop recommended courses
Webinar Training Module on Diversity and Inclusi#n
Conducted by MRP trainers no cost i I
I
Total cost approximately $25,000 plus materials for $46,000
i
.jh APPROACH :'
'I
The following training options will be conducted by M[RP Managers and Supervisors,
without the direct support of experts in the field of and inclusion.
Diversity Xpress and Cross Cultural Xpress are complete "meetings-
in-a-box", portable and easy for managers and to use. Each kit contains
12 business-related, diversity and inclusion scripted discussion topics that
managers and supervisors hold during staff or team
i
Each ofthe 12 topics are bite-sized diversity and inclusion conversations applied to
real time business issues and are relevant to the situations each team faces
on their job daily. Every discussion contains dialog and
applications that drive learning points and challenge Iteam members to broaden
their thinking and react more positively and During the meetings,
leaders select a topic from the Xpress kit. They
easy-to-understand,
carefully scripted meeting leader's guide. They lead team in a 10 to 20 minute
FOIA 12-02657 Pg 63
i!
'i
II
I,
i.l
il
ii
engaging, job-relevant, thought provoking conversatiqh. The team builds a
foundation for diversity and inclusion that is relevant for each team member, their
department and for their organization. This will managers and supervisors
directly in driving the diversity and inclusion and will serve as an
opportunity for measuring and evaluating a manager ot supervisor's commitment to
diversity and inclusion. II
II
II
Total cost approximately $15,000 for organizational {fcense
RECOMMENDATION
!i
The MRP Training Team recommends the 1st for providing a strategic
approach and consistent message by leading experts in'Jidiversity and inclusion.
Another recommendation from our team is to select options from the four
approaches that are most appropriate, based on current] realities and
available resources. '
1
According to change expert Ken Miller, author of We IDon't Make Widgets, he
recommends investing in middle managers, because change initiatives stall
once they reach middle managers. While MRP's seniori leadership is responsible for
leading change and the efforts for achieving cultural tr#nsformation, it is ultimately
each employee's responsibility to embrace cultural and help lead the
charge. Each MRP employee plays a major role in an inclusive and high
performing organization and each can make a contribution towards its
success and this training will lay the groundwork for initiative. The MRP training
team will also develop and include diversity and curriculum in all
supervisory and employee/leadership development proilfams as well as our on-
boarding processes for new employees. 'I
DECISION BY THE ADMINISTRATOR
Approach 1: Date:
-------
Approach 2:
Approach 3:
Approach4:
Discuss with me:
Reviewed by:
FOIA 12-02657 Pg 64
Munno, Joanne t - APHIS
from: Michael Colbert < michaeJ.colbert@aphis.bsda.gov>
Sent:
I
Thursday, January 20, 2011 3:13 PM i:
,,
To: Joanne L Munno '
Cc: Bobbie Purcell
Subject:
Attachments:
Re: Cultural Transformation Training

Thanks I will develop our plan accordingly ...
Mike cobert
Riverdate, MD 20737
Phone: 301-734-3161
Fax: 301-734-4938
" The Vatue of the leader is directly proportionat to the leader's Values."
"What we value shapes our character and will ultimately define how we le,ad or whether we lead at all."
Our Daily Bread
Joanne L Munno/MO/APHIS/USOA
01/20/2011 02:56 PM
To
Michael Colbert/MD/APHIS/USDA@USDA
cc
Bobbie Purceii/MD/APHIS/USDA@USDA
Subject
Re: Cultural Transformation Training
Not at this time. As we discussed at our last one-on-one, I'm looking for an array of options to present to the AMT so
they can choose the approach they are willing to fund. I have not been given a budget for this initiative. HR can
contribute $30,000 - $50,000, but that will not get us far, so the funding decision will need to be made at the AMT level.
1
FOIA 12-02657 Pg 65
Michael Colbert/MO/APHIS/USDA
01/20/2011 01:39 PM
To
Joanne l Munno/MD/APH1S/USDA@USDA
cc
Bobbie Purceii/MD/ APHIS/USDA@ USDA
Subject
Cultural Transformation Training
Good afternoon Joanne,
Hope all is well with you. As we prepare to accurately develop the APHIS project plan for Cultural Transformation
Training, can you provide some direction on available funding for possible !approaches that the cr Training Team may
utilize for developing our plans for training as outlined in the attached Summary? Also, the costs are
approximate and are negotiable.
Thanks
Mike Colbert
Riverdale, MD 20737
Phone: 301-734-3161
Fax: 301-734-4938
"The Value ofthe Leader is directly proportional to the Leader's Values."
Our Daily Bread
2
FOIA 12-02657 Pg 66
Executive Summary for MRP Cultural
Secretary Vilsack presented his case for Cultural of USDA, and at the heart of
his case is the creation of a high performing organization that values "Diversity and Inclusion. "
The Marketing and Regulatory Programs (MRP) senior share the Secretary's
commitment for Cultural Transformation and have worked with their employees to
understand the issues and concerns from not only an standpoint but from a
leadership, employee interaction, and customer service The MRP Action Plan for
Cultural Transformation is based upon the Department's
..
course for the future. It utilizes the information learned
addresses the issues and concerns raised therein. The
on leadership responsibilities and Cultural
Accordingly, it is critically important that all in understanding the
relationship between diversity and inclusion . to achieving our
mission and improving individual and peJ1oJ:tmmce. workplace where
all employees and customers are respected and for
success will lead to an inclusive and
The MRP Cultural Transformation
FOIA 12-02657 Pg 67
"""""'"'f"'"' training did not provide
in-house expertise to.be able
to the needs of this
work:torc:e. Below are some optio11S that
II
Non Responsive
,,
While MRP's senior leadership is responsible cbapge efforts for achieving
cultural transformation, it is ultimately each cultural
transformation and. help lead the charge. Each a in creating an
inclusive and high performing organization and towards
ts . ,.> . " .jj... . '
1 >(rJJ;
'i;:::,-_i:__.;_. .. .::;:.._::.-:-:..:: .-__ -----..-_._:. 8_;_
According to leading change expert John P-. .Kotter, there hl-e;f:right steps to successful
organizational transformation: . . . . . . li .
1. Establish a sense of urgency based on marketand competitive realities and potential
cnses . . . :ii
2. Form a powetful guiding coalition to 1.. changeil
3. Create a vision and strategy to direct ge
4. Communicate the vision with words and ex-amples
5. others to acton the vision by removing obstacles, modifYing structures and
systenis, and promoting risk taking' ' .. ' . ' ..
6. Create short term wins and' recognize those responsible
7. Consolidate improvements by. aligning systems, structures and policies
8. Institutionalize new approaches- by connecting behaviors to organizational success
Another is Ken author of We Don't Malee Widgets: Overcoming the Myths
That Keep Improving. In his book he states that before any teams
are formed, top understand the philosophy and methods associated with the
change initiative, that is, they should no longer believe the three myths, (i.e., we don't make
widgets, we don't have customers and were not here to make profit) and understand the basic
methods for improving the system. Once there is success and :the organization trusts that the
change initiative is a positive thing, invest in the middle because many cha.11ge
initiatives stall once they reach middle managers.
In closing, both Kotter and Miller provide practical success for organizational
transformation. IfMRP follows these principals, and values J)iversity and Inclusion training, we
will he providing the foundation for achieving an inclusive high performing organization that
Leads Change Every Day in Every Way.
FOIA 12-02657 Pg 68
From: Gutman, Theodore H (APHIS)
Tuesday, August 09, 2011 9:22 PM
Munno, Joanne L (APHIS)
Sent:
To:
Subject: FW: Minneapolis Training Incident
Joanne, this issue was brought to my attention this evening. t the onset of the training that Dr.
Betances provided today in MN, there was an incident with local FMD employee who displayed
inappropriate/discourteous behavior at the event. Dave Roo , ER Branch Chief was present and
assisted Dr. Betances to address the issue. Bobbie and F D; were also involved and they
resolved the matter at Dr. Betances' request asking the em loyee to leave the training. According
to Dave, the employee was reading a book during the traini g, ignoring Dr. Betances. When Dr.
Betances asked him to stop and participate, he respond so ething to the effect that he could read
the bok and sit in the mandatory training. ER is working with FMD to address the matter.
1
FOIA 12-02657 Pg 69
Douglas Crws, GS-12, Financial Management AnLyst, supervised by Donna
Cichy who reports to Vicki Soukup. I
Ted H. Gutman
Deputy Director
Human Resource Division
Employee & Management Services Directorate
1400 Independence Avenue, SW, Rm 1707-S
Washington, DC 20250
202-720-5323 (Direct)
Sent: Wednesday, August 10, 2011 8:23AM
To: Gutman, Theodore H (APHIS)
Subject: RE: Minneapolis Training Incident
Who was it?
From: Gutman, Theodore H (APHIS)
Sent: Tuesday, August 09,20119:22 PM
To: Munno, Joanne L (APHIS)
Subject: FW: Minneapolis Training Incident
Joanne, this issue was brought to my attention this evening. ,
i
in MN t!1ere was . who displayed
inappropriate/discourteous behavior at the event Dave Root,! ER Branch Chief was present and
assisted Dr. Betances to address the issue. : were also involved and they
the matter at Dr. Betances' request , . According
to Dave, the employee was reading a book during the ignoring Dr. Betances. When Dr.
Betances asked him to stop and participate, he respond to the effect that he could read
the bok and sit in the mandatory training. ER is working withj FMD to address the matter.
2
FOIA 12-02657 Pg 70
Munno, Joanne L -APHIS
From:
Sent:
To:
Subject:
Joanne,
Curlett, Heather L APHIS
Monday, October 17, 2011 1:59 PM
Munno, Joanne L- APHIS
Follow Up
i
I
I
Thank you again for meeting with members of the PPQ Cultural Transformation Team. As a follow up, here are the
names of at least two PPQ folks that are interested in the Dr. Betances trainipg:
Betsy (
PandyTomko (
Please don't hesitate to contact me if you need anything from us.
Thanks again!
Heather Curlett
Outreach and Risk Communications Coordinator
United States Department of Agriculture
Animal and Plant Health Inspection Service
Plant Protection and Quarantine
301.734.7608
1
FOIA 12-02657 Pg 71
Munno, Joanne L .. APHIS
From:
Sent:
To:
Subject:
Joann,
Copeland, Melvin M APHIS
Friday, October 28, 2011 2:37 PM
Munno, Joanne L APHIS
Cultural Transfonnation Training Class
It was nice speaking with you this morning about the SIP. I am gave the MBSCAC the chance to lead
such a rewarding responsibility. It was a great challenge andl learned *lot. I am willing to help out in any way
I can to promote respect and inclusion as part of the USDA Cultural Initiative. Please consider
me for the next Cultural Transformation Training class with Dr. Betancs .... thanks.
i
!M.efvin CopeCanr
'.Email:
1Je6t Management
'USV.J!t, 5lt'P:HIS V:M'Y
100 Nortli 6tli Street
'Butfer Square Suite swC
Minneayofis,:MN55403
612-3363264
]'ax 612-336-3563
1
FOIA 12-02657 Pg 72
Munno, Joanne L -APHIS
From:
Sent:
To:
Subject:
\Nil! do ...
Thanks
Mike
Colbert, Michael (APHIS)
Tuesday, August 30,20111:03 PM
RE: Videotaping Dr. Setances
Sent: Tuesday, August 30, 201112:52 PM
To: Colbert, Michael (APHIS)
Subject: RE: Videotaping Or. Betances
Ok, but you are going to need a signed release from Dr. B. Talk to Howard it .
From: Colbert, Michael (APHIS)
Sent: Tuesday, August 30, 201112:00 PM
To: Munno, Joanne L (APHIS)
Subject: FW: Videotaping Dr. Betances
Importance: High
Joanne,
I t alked with Dr. Betances and he has no problem with taping but he prefers] it be done in a wav that will produce a
quality product ... ln order to produce a quality product based on my with Dr. B and LPA the cost is
approximately what it wouid be to produce t he type of vi deo for distribution. We current ly have the funding to cover
this expense, if approved.
Thanks
Mike
From: Curlett, Heather L (APHIS)
Sent: Tuesday, August 30,201111:35 AM
Subject: RE: Videotaping Or. Betances
Importance: High
Mike,
I just got off t he phone with the Department. We are looking at $5000-ish
earn era coverage of the event using synched cameras and 3 days of editing
product). Let me know asap if you think there are funds to cover this and I
schedule the videographers.
Thanks!
Heather Curlett
Outreach and Ri sk Communications Coordi nator
1
FOIA 12-02657 Pg 73
a good quality product (this includes 2-
ensure a seamless .. usab!e, quality video
work with the Department team to
301.734.7608
From: Colbert, Michael (APHIS)
Sent: Friday, August 26, 2011 4:45 PM
To: Heather L (APHIS)
Subject: Re: Videotaping Or. Betances
Can you get some cost estimates on that?
From: Curlett, Heather L (APHIS)
Sent: Frtday, August 26, 2011 03:42 PM
Subject: Videotaping Dr. Betances
Mike,
I
I checked with the department and they don't have any videographers next Friday. They could bring in a
contractor to videotape it for us if we are interested. They agreed that this isja two-camera job. Dennis Trainum could be
the second camera, but we would need to bring in another videographer an4 a producer to ensure that the quality met
I
with Dr. B's satisfaction. let me know what you think. i
I
thanks! l
Heather Curlett
Outreach and Risk Communications Coordinator
Animal and Plant Health Inspection Service
Plant Protection and Quarantine
301.734.7608
2
FOIA Pg 74
Sent:
To:
(c:
Subject:
Hello Joanne,
I ..... J11'-111U 1'11'1 II'.I,.J
Thursday, September 29, 2011 5:37 PM
Hook, Ayanna M -APHIS; Zietlow, Terry M- PHIS; Colbert, Michael - APHIS
Thank You for the Opportunity to Attend the iversity Training
I want you to know haw grateful I am to have had the opportunity to attend th Diversity Practitioner Certification
Training program with Dr. Betances. The training made me realize that althou h APHIS does indeed provide equal
opportunity to all, we have a long way to go before we are truly a diverse and i elusive workplace.
It was made clear to me during the training that to keep pace with changing w rkforce demographics, APHIS has to
rethink the strategies we currently use to achieve our diversit\' goals. We mus develop new strategies for reaching out
to and successfully competing for individuals in the growing diversity markets.
Today, the workforce demographic shift is not simply from white to black or fr m men to women. The broader
definition of diversity goes far beyond the traditional categories of race or gen er. Diversity includes people with
disabilities, gays and lesbians, older employees, veterans, and other non-tradit onal categories of employees.
One of the most interesting categories being used by some progressive emplo ers is "diversity of thought" which can be
obtained by hiring individuals with different education, social, or economic bac grounds. l hadn't previously considered
how specifically recruiting individuals with an inner-city upbringing, for exampl , can bring a unique perspective to our
organi2:ation. By simply looking for individuals with non-traditiona! differences APHIS will enrich its organizational
culture.
I learned from Dr. Betances that we must find ways to develop our employees o they can compete for leadership
positions in the future. With thfs vision, we can recruit, hire and hopefully retam employees who may not be qualified
for leadership positions when they walk in the door, but they are qualifiable w en hired. This means we must invest in
these qualifiabfe employees by mentoring, coaching and nurturing them as so n as they are hired. This will allow us to
grow our leaders from within and will ultimately enhance our workforce divers ty.
By educating supervisors, managers and employees on how to work effective! in a diverse environment, APHIS will
promote and expand workforce Inclusiveness. There is evidence that managin a diverse work force well can contribute
to increased employee retention and productivity and can increase an organiz tion's ability to manage change and
expand creativity and innovation.
It is encouraging to know that APHIS Management supports this vision and is p oviding the support and investment to
certify us as Diversity Practitioners so we can identify ways to create a truly di erse and inclusive workforce.
Sincerely,
Cindy
Cindy Pericak, Education Specialist
USDA, APHIS, HRD
Training & Development
920 Main Campus Drive, Room 394
FOIA 12-02657 Pg 75
Colbert. Michael- APHIS
From:
Sent:
To:
Cc:
Subjed:
Cindy,
Camp, Celeste - APHIS
Monday, October 03, 2011 7:13 AM
Smith. CindyJ -APHIS
Faibisch, Jacob G -APHIS; Sazdoff, Todd A PHIS; Woods, Tanya G - APHIS; Ivy, James
C- APH!S
Diversity Intelligence Training
I have just returned from my Diversity Intelligence training and wantc to send you a quick note to express
my appreciation for affording a participant ofthc 2011 ALDP class aniopportunity to attend such an
outstanding workshop. My Jirst encounter with Dr. Bctanccs left me e cited and motivated about our
diversity efforts. Now, after attending his workshop, I am ready to be champion tor the Agency. This
workshop has significantly enhanced my diversity competency and pr vided me the tools needed to be a
Diversity Champion. J
As an APHIS leader, cultural transformation is my responsibility. It is my responsibility to see our mission
exceL lam now better prepared to reach out to our employees and sh e the importance of diversity.
Diversity is not about representing one particular group of indi'\.idualsJJ rather, it is about inclusiveness within
the organization. I plan to implement this by increasing my knowledg base through books, and stepping
outside my eomfo11 zone and learning and interacting with those I am css familiar with. As an initial step, I
am willing to facilitate small group discussions to promote diversity. hese discussions can provide multiple
learning opporttmities and are essential for guiding our transfonnationl eilorts. In this endeavor, I will not
settle for ''good enough". Rather, I will always strive tQ do my best. fdn-vevcr, I am prepared to make
mistakes, and learn from them. Rich Johnson, Dr. Bctances assistant stressed, "'it is OK to fail, as long as you
fail forward". l
Diversity is the ability Lo guide individuals to greater effectiveness. I aJ prepared to advocate for a more
inclusive culture within APHIS. This workshop has transf(mned me atd prepared me to lead in the APHIS
cultural transformation efforts.
Agajn, thank you for the opportunity to attend this workshop. It was tr 1y enlighterring and has belter
prepared me to pay forward the importance of diversity.
AssJstQitt Dlrttdor
T<J'JAIPA
l4JisSotiv PkiJiit Afi'Urs
1
FOIA 12-02657 Pg 76
Colbert. Michael- APHIS
Subject: FW: Diversity training letter to Kevin Shea
Dear Mr. Shea,
My name is Workabeba (Abby) Yigzaw and t am a public affairs s ecialist in Riverdale. i wanted to
take the time to thank you for affording my colleagues and me the pportunity to attending Dr.
Betonces' Diversity Intelligence Advantage Three-Day Certificate raining Program.
In our training, we were asked to come up with a definition of dive ity and the following is. what I
drafted:
Recognizing the presence of demographic shifts and modifying bath our normative behaviors and availability of
mentoring opportunities for employees accordingly to increase the acce sibility of upward mobility, thereby
maximizing the ability to accomplish our mission of protecting American bgriculture
As a Special Emphasis Program Chair for LPA, this training has my passion in perpetuating
an inclusive environment where constructive thoughts, ideas, que tions, and concerns can be. raised
freely and openly. It has aiso empowered me to make diversity tru y a reality at APHIS as it ties into
our definition of Cultural Transformation.
Again, thank you for the opportunity to be part of the efforts of tra. storming our culture here at APHIS
to create a strong climate of inclusion ... one small act at a time.
- Workabeba {Abby)
FOIA 12-02657 Pg 77
Sent:
To:
Ce:
Subject:
Dear Mr. Price:
Zurn. Jodis D
Thursday, October 06, 2011 8:36 AM
Price. Howard G - APHIS
Leners. Kenneth J -APHIS; Parks, Laura Y- AI' ; Munno. Joanne l- APHIS: Busch.
Debra A - APHIS; Colbert, Michael - APHIS
Cultural Transformation- My Perspective
Dr. Samuel Bentaces enticed us to write a note regarding our experie ce at the Cultural Transformation
"experience" to the person that is "two pay grades above me" and th t individual would be you.
As a woman (over fifty), partner/wife, who is now raising a teenage Jranddaughter, nurtering 6
grandchildren of "blended heritage", taken care of a parent (elder with AlzheL'Tiers, raised two
children with disabilities, and working in an environment of diverse pinions, ideals and values, I feel
that I offer a perspective that is diverse and open to opportunity tog ow and share.
1 value and am excited about the opportunity to attend the Diversity ractitioner Certification Training
program with Dr. Samuel Betances thispastweek. The training has xpanded my focus, my ideals and
my mind to the fact that although APHIS Management supports this ision, we have a very long, slow
process ahead of us. APIHS does indeed provide equal opportunity t al1 but we have a long way to go
before we arc truly a diverse and inclusive workplace.
It is encouraging to know that APHIS Management supports this visi n and our Nation is diverse; APHIS
must be no less so. When we recognize and capitalize on the strengtti that diversity brings to APHIS, we
are better able to develop new ideas and reach out to partners aroudd the world. APHIS's greatest asset is
our people."
The demographics of our country continue to change at an ever-quic ening pace. By the year 2050,
America's minority population comprised of differing racial, cultural and ethnic backgrounds will reach
approximately 50% of the total U.S. population. USDA and APHIS m st leverage diversity and establish
an environment of inclusion as well. The effective leaders of tom orr w will be developed through
interaction with a more diverse workforce today. Diversity is evezydne's responses responsibility. The
results of honest dialogue from diverse perspectives wiiJ prepare out future leaders to lead and execute
APHIS's mission in the America of tomorrow. J
The essential elementsofsuccess are simple: Organizations that val e people are the organizations that
will Win. Organizations that try to make us all the same, look the sarrie, think the same, speak the same,
and behave the same, are the organizations that will lose." SupervisJrs and managers in particular have a
critical ro.le to play as we develop and implement the str. ategies to pJrmote leverage dive. rsity to improve
our day-to-day business decisions.
APHIS needs to welcome everyone with the talents. desires and dctc mination to take on the toughest
challenges and dream the biggest dreams. Diversity is about bringin out the best in each of us, so that we
can achieve great things together. It's about finding a way to supporhhc infinite characteristics and
confidences that make each of us unique individuals with important ontributions to make.
1
FOIA 12-02657 Pg 78
Colbert, Michael - APHIS
From:
Sent:
To:
Mwalimu, Njeri K - APHIS
Wednesday, October 05, 201110:31 AM
Shea, Kevin A - APHIS
Subject: eThank You'
!1/J.anii tpJU /ott t& w. in tfte !lJW6itlj J ccnduded
&, tf&e !il"- !lfte t!tainintj p . me witft 14
tlie
and adtwta rn.i&Jt.

ac a W<>ult of. tlie :J fiav.e ot 6.aw w can implement
P'UJfi'UU" wit6m a!f:Jt:JS. :J t6at neat "lef'" f.tvt. cuf.twud include.
eotaM.i6fting an 09 .1lJ S 5 'U1tt6f.cvunai:Wn O'i and .'Jn.cJ,u., n 5 wmprucd 4 pw6wnate
and t.>uuuJ{-tvtmed mem.6.e't<" witlt a c/iaJup. oj. leading. ruu1. g.uiJing. o p'ti.IU66
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S'ehpfwn.e: (202) 72C-783C
!iaa;: (202) 720-.1824
FOIA 12-02657 Pg 79
I
Colbert. Michael - APHIS
IF rom:
Sent:
To:
Cc:
Young, Myra P - APHIS
Wednesday, October os. 2011 4:45 PM
Colbert. Michael - APHIS
Mwalimu. Njeri K- APHIS
Subject: FW: Diversity Intelligence Advantage - Dr. Bet nces
from: Young, Myra P - APHIS
sent: Tuesday, October 04, 2011 7:11AM
To: Kevin Shea (: )
Subject: Diversity Intelligence Advantage- Dr. Betances
Kevin,
Just a brief note to say, ''Thank You'', for authorizing and sponsoring my participation in the
Diversity Intelligence Advantage Certification program by Souder, Betances and
Associates. As you are aware, our agency's experience with dr. Betanccs has yield amazing
transtormative results. This 3 day event was very intensive and not only provided information
on diversity but access to diversity professionals w1th the Dep rtment of Navy, Coast Guard,
Department of Transportation and the Peace Corp.
Dr. Betances spoke of the power of one to bring about change. And, it will take time. However,
Cultural Transformation must be the responsibility of those w o want the organization to excel.
1-Jjs associate, Richard Johnson, brought this into focus his presentation on creating the
Vision, Strategy and Execution (VSE). Diversity is such a coniplex issue on many levels but if
we remember mission flrst, people always, we can stop the scripts that us
from moving forward. I
I
The piece that resonated with me the most was ... In the past, scbme may have defined
discrimination as violating our core values, today it means violating our mission. Diversity can
be many things, the right side of American's core values. And, people learn more by the things
you show that you did wrong and then the things you te 1 them not to do.
Again, thanks for your leadership in this effort and providing he opportunity to experience a
dynamic enrichment program. It has helped me to understand fully the responsibility for being
a change agent, and to be impactfu1 in a positive way.
Respectfully,
Myra
FOIA 12-02657 Pg 80
From:
Sent:
To:
cc:
Subject:
Attachments:
Joanne/Kevin,
Colbert, Michael - APHIS
Wednesday, October 12,2011 7:51AM
Munno, Joanne l- APHIS; Shea, Kevin A - APH S
Parham, Gregory l - APHIS; samuel@betances. om
APHIS Cultural Transformation
Workgroup Thank you.pdf
I want to take this opportunity to personally thank you for your lea(jership a d commitment to leading the APHIS
Cultural Transformation initiative. The Cultural Transformation awareness tr ining presented to APHIS employees by Dr.
Samuel Betances has been well worth the time, effort and commitment of r sources to begin the process of Cultural
Transformation within APHIS. And based on the post training assessments e're off to a great start! Additionally, I want
to thank you for the opportunity that was provided for the group of APHIS e ployees to attend Dr. Betances' Diversity
Intelligence Advantage Training in Chicago. (See attached thank-you notes)
As a result of this training, our passionate APHIS workgroup has been equip ed with additional Diversity and Inclusion
competencies that will assist in developing our strategic framework for sust ining Cultural Transformation, for years to
come within APHIS. Also, during our training session we learned that Diversiiy can be defined simply, as a process of
managing our organizational strategies in connection with demographic shi s, to foster greater mission accomplishment
by transforming our culture, to one that values inclusion and treating emplo ees and customers with dignity and
respect, while providing opportunities for success.
During our training session we also had the pleasure of having other Federa Agency personnel from the Peace Corp,
Department of Transportation, Department of Navy and the US Coast Guard who were equally excited and passionate
about developing their competencies and programs for their respective ageicies. We all agreed to continue our
collaboration and dialogue through collectively sharing information and bes practices. As Dr. Betances often stated
during his training sessions, "if you don't read you can't lead." So in leading, I've signed up to participate in a reading
group with fellow classmates from Peace Corp and Coast Guard to further d velop my competencies as a diversity
practitioner.
Diversity is a leadership strategy, initiated By Secretary Vilsack, and I'm co mitted to ensuring APHIS' leadership within
USDA. As a Champion for diversity I want to recommend that we brand our Agency with the slogan we learned in this
training, "Mission First, People Always," as we continue this journey to tran form our culture, through an Office of
Diversity and Inclusion.
Thanks Again
Mike Colbert
" Diversity is not Black or White, it's Everybody and Everything." - Mike elbert
1
FOIA 12-02657 Pg 81
From: Colbert, Michael- APHIS
Sent:
To:
Monday, October 17,20111:50 PM
Subject: RE: follow up for PPQ CT committee
Joanne,
Below is the list of Attendees for September 27-29, 2011.
Michael Colbert, Riverdale, MRPBS
Myra Young, DC, CREC
Njeri Mwalimu, DC, CREC
Abby Workabeba, Riverdale, LPA
Sharla Anderson, Ft. Collins, IES
Cindy Paricak, Raleigh, HR
Jodie Zurn, Minneapolis, ASD
Celeste Camp, Riverdale, LPA
The next Training date for the Diversity Intelligence Advantage Training in C icago is February 7-9, 2012
Thanks
Mike
From: Munno, Joanne L - APHIS
Sent: Monday, October 17, 20111:27 PM
To: Colbert, Michael - APHIS
Subject: follow up for PPQ CT committee
Could you please give me a list of the attendees at the Chicago training and he dates for the January Chicago training?
1
FOIA 12-02657 Pg 82
From:
Sent:
To:
Colbert, Michael - APHIS I
Friday, November 18, 2011 .3:40 PM
Subject: RE: Dr. Betances' February Cultural Transformat on Training
\1\lill do ..
Sent: F r i d ~ y , November 18, 20111:38 PM
To: Colbert, Michael - APHIS
Subject: FW: Dr. Betances' February Cultural Transformation Training
Please get t hem and Martin Gold into t he February t raini ng. VVe also have p op!e from PPQ and VS ! previously
f orwarded to you. Pl ease do a memo to their Deputi es from me aski ng f or t eir concurrence. It will need t o explain
what t heir traini ng will be used for .
Sent: Friday, November 18, 2011 1:32PM
To: Copeland, Melvin M - APHIS; DeCoteau, Inez J - APHIS; Richardson, Tia a A - APHIS; Mann, Joanne - APHIS
Cc: Purcell, Bobbie - APHIS
Subject: Dr. Betances' February Cultural Transformation Training
I am very pleased to inform you that you are approved by your Board of Ma agers to attend, and thank you so much for
volunteering. We'll be in touch with the details.
1
FOIA 12-02657 Pg 83
From:
Sent:
To:
Subject:
Hello Joanne:
Wilson, Donna L - APHIS
Wednesday, November 02, 2011 1 :20 PM
Munno, Joanne L- APHIS
Requests to Travel and Become A Trainee with [ r. Betances in February
I hope all is well with you today.
I am requesting to be considered for the next training with Dr. Betances in C icago, IL, February, 2012.
I was selected by Mavis Harrison to become a part of the Cultural Transform tion committee that was headed here in
the Minneapolis office along with Tiana Richardson and Jill Pravatiner. The of the HR Operations-Minneapolis
office believed that "every person has worth as an individual and is entitled o dignity and respect, regardless of race,
color, national origin, age, disability, gender, religion or sexual orientation. < ommentary or actions that are
discriminatory or prejudicial have no place in this office".
Therefore, we pledged ... to treat all people with dignity and respect; to discrimination and prejudice in all its
forms; and to strive to maintain a climate for cooperation and professionalism based on mutual respect and
understanding.
While reading Secretary Vii sack's massive effort within to change USDA cultl re. "There is a real commitment from the
top down". I feel a lot of work is needed. At the end of it, "what we hope tc be able to say is USDA programs are more
accepting of diversity, more inclusive and certainly far more accessible than hey have been in the past". Is what we are
working toward? I feel as though I can help in getting that message across i1 helping employees realize how important
it is, first, to better understand who they are and how they can make a diffe ence if they can just "eliminate illegal acts
that discriminate, we will eventually have inclusive, diverse, mission-driven earns at all levels".
(b)(6)
Do not want to hold your attention. However, I would like to continue the experience of Cultural Transformation and
see it grow.
Thank you
Donna Wilson
USDA, APIDS, MRPBS, HR
Administrative Assistant
100 North Sixth Street
612-336-3281
1
FOIA 12-02657 Pg 84
From:
Sent:
To:
Subject:
Richardson, Tiana A - APHIS
Monday, Novemben 14, 2011 7:41 PM [
Munno, Joanne L- APHIS ;
Re: Interest in the Cultural Transformation Traini(lg in
Importance: High
Hi Joanne-
I am interested in the Cultural Transformation Training in February 2012 Dr Below highlights attributes
and skills that I possess that I feel would make me a great candidate for the ultural Transformation training going
forward for the organization. 1
(b)(6)
'
FOIA 12-02657 Pg 85
(b)(6)
This is just a highlight of the many attributes that I can bring forward with m experie,hces and the objective view, that
would help the organization go forward as we move into culturally ing into the diverse, respectful and
inclusive environment that this organization can be. '
I appreciate your time and consideration.
If you have any questions, let me know.
Have a great day!
Thank you,
Email:
2
FOIA 12-02657 Pg 86
From: Munno, Joanne L- APHIS
Sent:
To:
Friday, December 02, 2011 11:15 AM
Mason, Lisa M
Subject: RE: Briefing for Secretary Vilsack
Attachments: Secretary's briefing of CT successess for FY 201 .docx
This is APHIS' submission
From: Mason, Usa M
Sent: Monday, November 28, 2011 4:46 PM r
To: Barnes, Darlene - FNS; Bender, Stuart; Beyerhelm, Chris - FSA, Washing on, DC; Brandon, Andrea; Brooks, Tiffany;
Brown, Shirley- OCE; Butler, John- GIPSA; carey, Vera; Carrasco, Lorena- SIS; Glenn- NRCS,, DC; Cooke,
Denise - NRCS, Washington, DC; Cooper, Barbara; Drumm, Sharon; Duckett, DeboraH -USDA; Feldman, Unda; Fields,
Sederis - FSA, Washington, DC; Finberg, Max; Floyd, Thelma - RD, Washingt n, DC; GUILLEN, RONALD (OIG); Guo,
Ruihong- AMS; Hatvey, Leslie; Haughton, Robert- FSA, Washington, DC; Ha ermanni, Tracy; Hicks, Ronald F- APHIS;
Hobbs, Alma; Hrubovcak, Jim - OCE; Jobe, Jerry -NAD; Johnson, Marlo - NA ; carmen; Joyce, Elisabeth - NRCS,
Washington, DC; Kort, John R; Leach, Barbara - RMA; Mack, Vandetta; Mar , Mason, Lisa M; McClam, Charles;
Migyanka, Joseph (FAS); Mills, Ann; Milton, William; Munno, Joanne L- APHI ; Muse,/Debra; Osherson, Toby; Piper,
Phyllis Y - APHIS; Pitchford, John - GIPSA; Placek, Steven -NAD; Purcell, Bob ie - APHIS; Reed, Pearlie; Reilly, Joe -
NASS; Robinson, Aretha -USDA; Siemietkowski, Susan - FNS; Silverman, Ste e; Francine - RMA; Swann, Wanda;
Thomas, Mary; White, Robin L- APHIS; Williams, Jonta; Wooden, Mike - FSA WashinSton, DC; Zufolo, Jessica - RD,
Washington, DC
Subject: Briefing for Secretary Vilsack
Cultural Transformation (CT) Taskforce Members and liaisons,
Please see the important memo below from Dr. Alma C. Hobbs,
Associate Assistant Secretary for Administration and Chairperson,
Cultural Transformation Taskforce.
Thank you,
/sa :M. :Mason "'4
Management Analyst
U.S. Department of Agriculture
Office of Cultural Transformation
1400 Independence Avenue, S.W., Room 3020-S
Washington, DC 20250
Office: (202) 260-8253 Fax: (202) 720-2191
Email:
TO: Cultural Transformation (CT) Taskforce Members and Liaisons
FROM: Dr. Alma C. Hobbs /s/
Associate Assistant Secretary for Administration
RE: Briefing for Secretary Vii sack
1
FOIA 12-02657 Pg 87
As mentioned in the last CT meeting and to prepare the briefing for the Seer tary
please submit the following to Lisa M. Mason by Dec 1, 2011:
Your three highest CT accomplishments for 2011
Implementation strategies for CT to sustain your efforts
Any outstanding issues to be completed or addressed
Thank you for your immediate attention.
2
FOIA 12-02657 Pg 88
Animal and Plant Health Inspecti n Se ice
APIDS Cultural Transformation Accomplishments for 2011
Classroom Training
APHIS demonstrated its commitment to Cultural Transformati and aving the ideology of
Cultural Transformation into the fabric of its organization by h sting D . Samuel Betances, a
noted diversity consultant and trainer at each of its hub location - Rivetdale, Maryland; Raleigh,
North Carolina; Fort Collins, Colorado; and Minneapolis, Minn sota. IDr. Betances taught five
classroom training sessions. in Riverdale and four each in Ralei h, and Minneapolis.
Dr. Betances' training focuses on inclusive behavior as a fo building relationships
between members of the workforce and the customers they sen1e there enhancing efficiency
and the quality of service. Dr. Betances also specifically addreJssed classism in his
training sessions. As a result of these sessions, almost 1,000 APIDS eu!ployees heard, first hand,
the tangible benefits of Cultural Transformation and how they, hs individuals and a team, could
make Cultural Transformation a part of their daily activities.
Student Intern Program
In keeping with the tenets of diversity and inclusion inherent inl Cultur Transformation and in
response to Secretary Vilsack' s "call to action", APHIS is strengthened! its efforts to ensure its
hiring actions more closely reflect the population it serves throdgh its Marketing and Regulatory
Programs -Business Services (MRPBS) Student Intern Pro grath. In late May, the Office of the
Administrator made additional funding available to hire student interns! however, the time frame
for hiring and onboarding students for the summer posed a sub tantial dhallenge. The MRPBS
Deputy Administrator saw this as an opportunity to not only i rove diversity within MRPBS,
but to offer opportunities to talented young people who could c
to 1he important work

that MRPBS does in support of the APlllS mission.
A team of GS-5 to GS-11 Minneapolis-based employees had i epend ntly formed their own
Cultural Diversity Team to be a voice for employees and serve as a liaikon with supervisors and
managers. The Deputy Administrator empowered them to dev lop a sthdent intern program for
the administrative functions conducted in Minneapolis. But thib team did not stop there. They
quickly enlarged the scope of their project to include Riverdale! Fort Cbllins, and Raleigh.
Within three weeks, the team had recruited students, conducted recommended
candidates to the hiring manager, made offers, found housing Jhere nebessary, and on boarded
the students with a comprehensive orientation process. The teJm' s innbvative approach to hiring
was 1he foundation offueir success. In total, 1he team hired 231diverse [interns.
Not only were these interns given meaningful work, they werirovidetl with mentors, training
opportunities, and other educational events that made their tim with AIPHIS valuable. The
interns participated in a field trip to a Plant Protection and Qu antine Port, a behind the scene
trip to the zoo, Cultural Transformation Training and Conflict treventifn and Resolutipn
I I
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FOIA 12-02657 Pg 89 !
Training. At the conclusion of the program, each intern made a present tion describing the work
they had performed and the role it played in the success of the HIS Jission. During these
presentations, the interns not only expressed their gratitude to t e for the
meaningful work they were given, but they also shared their de ire to j in the APHIS workforce
on a permanent basis.
Online Training
Due to the diverse and varied APHIS mission, many of its emp yees d not work in its hub
locations. Many work in remote locations, at ports, or out ofth ir making classroom
training difficult and often, not the best option to reach these e ployeeJ. Therefore, APHIS, in
partnership with its MRP sister agencies, the Agricultural Mark ting Sehrice and the Grain
Inspection, Packers, and Stockyards Administration, developed an onlirte training course
describing the Cultural Transformation initiative. Prepared by erts 0 the diversity field and
delivered via streaming video, the session begins with introducto remarKis from Secretary Vilsack
on Cultural Transformation at the USDA level. Secretary Vilsack s connrlents are followed by a
brief presentation designed to establish an awareness of several br ad sociftal trends currently
impacting the Agency's workforce including demographic shifts d technological changes. From
this general discussion, the presenter helps employees develop more thorough understanding of
the relationship between diversity and inclusion. The training t en the link between the
achievement of organizational excellence and the ability of sue essful Jrganizations to leverage
the creative energy and talents of all their employees. At the nclusiob, the APHIS
Administrator provides his vision of what Cultural Transforma ion meJns to APHIS and why he
encourages every employee to embrace this important initiativ .
Im I em entation strate es for sustainin Cultural Transformati n withi APHIS
Implement an APHIS Office of Diversity and Inclusion
We are in unprecedented economic times and APHIS has been ery fo*unate over the years to
have the funding available to implement unique strategies to e sure mission accomplishment.
Now it has become a business necessity to transform. our cultu the incentives of the
past will not work to attract and retain the best and brightest in oday's bconomic climate. In
order to be an "Employer of Choice," we can no longer afford he cost bf just looking at Cultural
Transformation, Diversity and Inclusion as a nice thing to do. I is a business necessity in
order to attain and accomplish our mission with even less reso rces. Sdcretary Vilsack has laid
out the vision of having a high performing organization that va ues and Inclusion.
Within APHIS we are poised to carry this vision forward by cr ating am Office of Diversity and
Inclusion and make further improvements to the results that ar criticallto the Secretary's goal of
Cultural Transformation ofUSDA.
FOIA 12-02657 Pg 90
Supervisory and Management Training
We will be providing small group classroom training for all AP S Su ervisors and Managers
during Fiscal Year 2012. This training will be based on best pr ices a d recommendations of
diversity and inclusion practitioners and the feedback from pos Cultur I Transformation
Awareness Training surveys, where employees have requested hat supJrvisors and managers
receive skill based training in diversity and inclusion. Our Cui al Tr;Jsformation skills
development training will be designed to provide the knowledg , skills tools to assist
supervisors and managers improving their competencies, which is for creating and
sustaining the cultural change that fosters a more creative, inclu ive, and productive
workplace. Diversity and Inclusion training is one tactical com onent of a diversity strategy and
another critical component will be Change Management and un erstanding how change will be
adopted or resisted within APHIS is crucial to all of our imple entatioJ planning, for sustaining
cultural transformation. / .
Outstanding issue to be completed or addressed l
APHIS is strengthening its efforts to ensure its hiring actions m re clos ly reflect the Civilian
Labor Force by requiring its senior leadership to review and ap rove atl selections. Effective
July 1, all hiring decisions in the field must be reviewed and ap roved Thy the Regional Director
and, in headquarters, by the appropriate Program/Staff Unit Defuty Adhtinistrator.
In to build partnerships and increase the applicJt pool I. qualified
candidates from the agricultural fields. of study, data on Land drant such as degrees
offered, major fields of study, percent of enrollment by race/etHnicity ahd gender, frequency of
career fairs, and placement office points of contact has been collated arid will be shared with
hiring managers to assist them in addressing their program's sptcific needs.
APHIS has taken an active role in providing Hispanic Serving nstitutilns (HSI) with
notifications of APHIS vacancies. More than 45 HSis in 8 stat s routirlely receive notification of
APHIS position vacancies. APHIS expanded its Hispanic outr ach by presenting
information on APHIS career opportunities at the League ofU ited Latin American Citizens
National Convention and Exposition in late June and at the Na onal cJuncil ofLaRaza's
Conference in late July. j
APHIS currently exceeds the Civilian Labor Force (CLF) perc ntages Jn the Asian, Hawaiian/
Pacific Islander, and American Indian/ Alaska Native categorie . APHIS is within .1% of the
CLF in Hispanic/Latino hiring.
FOIA 12-02657 Pg 91
From:
Sent:
To:
Subject:
HI Joanne,
Lewis, Sheryl M - APHIS
Friday, October 28, 2011 12:09 PM
training
Thank you for taking the time to speak with the MRPBS Summer Intern Prog am
attending the training. The session in Minneapolis this summer was wonde ul. I
be further involved.
Thank you!
Sheryl M. Lewis
USDA APHIS HR Specialist (Classification)
Butler Square Building, Suite 510
100 North 6th Street
Minneapolis, MN 55403
Phone: 612-336-3626
Fax: 612-336-3571
1
FOIA 12-02657 Pg 92
I would be interested in
appreciate the opportunity to
Carey, Linda E - APHIS
From:
Sent:
To:
Subject:
I
!
I
I
I
APHIS Training and Development <APHIS_Tnaining_a d_Development%
USDA@mci.fs.fed.us> f
I
Friday, December 09, 20114:40 PM i
Carey, Linda E - APHIS f
Introducing Our New APHIS Cultural Transt9rmation ideo
I
I
Importance: High /
i
I
This message is being sent to all USDA mail users
Please do not forward or reply to tHis me sage
Over the past year, I'm certain you have a II heard the phrase "Cultura I ransfoL at ion." For many of you, the
various training sessions led by Dr. Samuel Betances have helped take this terrh from a relatively abstract idea
to a concrete call to action. Employees throughout the Agency are nov} engagJd in various efforts to
operationalize the ideas and concepts he presented. f J
If you were not able to attend one of Dr. Betances' live presentations, le hav prepared a virtual learning
opportunity for you to hear more about the context of Cultural To that end, I encourageeach
of you to take a few minutes from your busy day, and follow the attacl[led link 1to a very concise Aglearn video
describing some of the most important features of Cultural include Secretary
Vilsack and Dr. Sharon Fries-Britt, an expert in the area of diversity inclusi6n. I also provide some
commentary at the conclusion of the session. Throughout, you will how durrent societal trends suggest
that providing equality of opportunity, celebrating our diversity, and eimbracirlg an inclusive
are factors critical to ensuring an organization's continued success. wk believJ that you will come away from
this brief learning opportunity with a deeper understanding of why of our organizational
culture is so critical, and how it can help create a more vibrant, dynaniic workhlace for all APHIS employees.
Empowered with that understanding, it's our hope that this session energrrze each of you to continue
making a positive difference in your daily interactions with Agency and work colleagues.
Together our collective efforts will keep moving APHIS forward in this/time of change.
I
Warm regards,
Dr. Gregory Parham
. I
Click here to watch "Cultural Transformation: USDA, APHIS, & You." Ybu willlle asked to log-
account first. : /
. I
i
1
FOIA 12-02657 Pg 93
I
FW: Don't miss this final opportunity tomorrL to pa ticipate in Cultural Transformation
Awareness Training I I .
High I
Subject:
Importance:
I
From: MRPBS Deputy Administrator i.fs.fed.us]
Sent: Thursday, September 01, 2011 8:32AM I
To: Carey, Linda E (APHIS) 1 I
Subject: Don't miss this final opportunity tomorrow to participate in Cultural Awareness Training
I '
Importance: High I /
I I
This message is being sent to all - DC mail users
Please do not forward or reply to
I I
The AMT is sponsoring the final Cultural Transformation awareness irl Riverdale tomorrow September
2nd, 2011. Please see the attached announcement for details on this final sessioJ. Supervisory approval is not
required. There is no more time to procrastinate! Please mark your calepdar fori tomorrow and join the rest of
your APHIS colleagues for this final session with Dr. Samuel Betancesf Below[ are some quotes from APHIS
employees who attended previous training sessions: 1
1
" Thank you for helping me understand the value of a diverse workfJrce how it relates to cultural
transformation at APHIS." I ,:
, I
I
, I
"I went to the training a little reluctant hut came out more open minded, truly transformed. The course was
refreshing and inspirational, with new hope." I I
"The training was extremely beneficial in assisting me to become a Thank you."
' I
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"Very powerful presentation, with important stories from the presenters ownflife and work; excellent
speaker. " [ I
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"I enjoyed the training because the speaker was dynamic in his presJntation land the subject matter
emphasized behavioral awareness more so than legal I 1
requirements. Any employee would benefit from this training. There iwas food for thought."
I I
http:/ I ppqe rsh a repaint. we. ap h is.gov I AT AC/R iverda le%20Attach CT%2dPoster%20for%20Rive rdal e%2 09
I I
-2-ll.pdt i 1
I :
1 I
**If you require assistance with accessing the web link, please contact the APrHIS Technical Assistance Center
(ATAC) or your program's IT Customer Service technician. ! I
I
I
Phone
1
FOIA 12-02657 Pg 94
Carey, Linda E- APHIS
Subject:
Location:
Start:
End:
Recurrence:
Organizer:
Udpdated, 8/23/11 (lee)
Mike Colbert & Joanne Munno [cultural tra sformati n next steps]
312-E
Fri 8/26/2011 10:00 AM
Fri 8/26/201110:30 AM
(none)
Shea, Kevin A (APHIS)
Mike will call back to confirm. Needs to meet this week if possible. (301)
- 8/15/11
1
FOIA 12-02657 Pg 95
Subject:
Location:
Start:
End:
Show Time As:
Recurrence:
Meeting Status:
Organizer:
Required Attendees:
Optional Attendees:
I
Cultural Transformation w/Kevin, Bobbie, Sh1ron, Bet
5D06.Z
Tue 6/28/20111:00 PM
Tue 6/28/2011 2:00 PM
Tentative
Daily
Not yet responded
I
Munno, Joanne L (APHIS) 1
Bethany X Jones/MD/APHIS/USDA; Bobbie purcell; Slhea, Kevin A (APHIS); Sharon M
Coursey/MD/APHIS/USDA; Purcell, Bobbie I
Linda E Carey/MD/APHIS/USDA; Coursey, sharon A (APHIS)
I I
! I
When: Tuesday, June 28, 20111:00 PM-2:00PM (GMT-05:00) Eastern Time (ius &
Where: SD06.Z ! i
Note: The GMT offset above does not reflect daylight saving time I
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I
1
FOIA 12-02657 Pg 96
I
MRPBS Deputy Administrator < istrator%USDA@mci.fs.fed.us>
Wednesday, July 20, 201112:39 PM I
I
From:
Sent:
Riverdale - DC Users I
Please join the Office of the Administrator tdr the fin I sessions of Cultural
Transformation Training I
I
To:
Subject:
I
I
Importance: High
I
This message is being sent to all - D , mail users
Please do not forward or reply to mersage
. I
I I .
The AMT is sponsoring several more exciting Cultural Transformation in the Riverdale
Conference Center on August 1st & 2nd and September 2, 2011. Please( see the ,attached announcement for
' I
to see capacity crowds of all our employees, current and future leaders for thesd final sessions of Cultural
Transformation Training! !
1
1
If you are opening this message using Microsoft Internet Explorer, clici the li . below or paste the text into the
address bar to access the SharePoint site. You will be required to enter wihdows user name and
password.** I
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0Aug%20and%20Sept%202011.docx i I
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** If you require assistance with accessing the web link, please the APins Technical Assistance Center
(ATAC) or your program's IT Customer Service technician. I I
Phone
877-944-8457, option 1 -US toll free
919-855-7888, option 1- International
Email- ATAC
1
FOIA 12-02657 Pg 97
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Subject:
Start:
End:
Recurrence:
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Your meeting was forwarded I
Coursey, Sharon A (APHIS) has forwarded your meeting request to additiona
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Cultural Transformation Brainstorming Session, Munno, Purcell, Coursey
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Meeting Time
Thursday, 16 June 201110:30-11:00.
Recipients
Purcell, Bobbie (APHIS)
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All times listed are in the following time zone: (UTC-05:00) Eastern Time (US,&
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Sent by Microsoft Exchange Server 2010
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FOIA 12-02657 Pg 98
Munno,
From: Piper, Phyllis Y (APHIS)
Sent: Wednesday, June 15, 201112:47 PM
To: Carey, Linda E (APHIS) I
Subject: FW: Cultural Transformation for MRP -
I added Terry Zietlow and forwarded the invite.
Sent: Wednesday, June 15, 2011 6:01 AM
To: Piper, Phyllis Y (APHIS)
Subject: Fwd: Cultural Transformation for MRP - Question
Pls get on Greg's calendar .... Terry, me, Sharon and Bobbie
Begin forwarded message:
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From: "Munno, Joanne L (APHIS)" <Joanne.L.Munno@aphisi sda.got>
Date: June 14, 2011 6:44:02 PM EDT I
To: "Zietlow, Terry M (APHIS)" <Terry.M.Zietlow@aphis.us a.gov> /
Subject: Re: Cultural Transformation for MRP - Question I I
I'll get a meeting set up you can call into to explain it. He'd to do
On Jun 14, 2011, at 12:38 PM, "Zietlow, Terry M (APHIS)"
<Terry.M.Zietlow@aphis. usda.gov> wrote:
Hi Joanne,
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As part of the Cultural Transformation Training for MR/P emplJyees, the CT
work group would like to ask each Mission Area AdmJ.istratorlto give very brief
motivational speech on what CT means to their orga+ization, as well as
an overview ofwhatwe' ve done and what our next steRS will be. These speeches
will be recorded at the USDA media center and embed4ed in course for each
of the Mission Areas. Assuming you are ok with this approachj how would you
like us to proceed with securing Dr. Parham's participation? /
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Terry Zietlow
Deputy Director
Talent Development & Management
USDA-MRP-MRPBS
100 N. 6th Street
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FOIA 12-02657 Pg 99
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Minneapolis, MN 55403
Office: (612) 336-3372
Cell: (612) 730-4271
Terry .M.Zietlow@aphis.usda.gov
From: Sazdoff, Todd A (APHIS)
Sent: Tuesday, June 14, 201111:20 AM
To: Zietlow, Terry M (APHIS); Hook, Ayanna M (APHIS)
Subject: RE: Cultural Transformation for MRP- Question
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We would like him to give a 4-6 minute recorded talk mi how sees CT at
APHIS and rally the troops to get in the game and perhaps add aifew key
highlights of things we are already doing to realize CT. IHe would be proceeded
by the Secretary's video on CT, then 30 minutes by FrieJ-Britt, aU of MD
expert on Diversity and inclusion who will create aware*ess anJ individual
"what's in it for me" business case. After him we would scroll options
available for CT training I I
roll
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Todd Sazdoff I Executive Consultant I USDA- APHIS I Executive!. Support & Leadership Services
612-336-33041 todd.sazdoff@aphis.usda.gov 1100 N 6th Street I Butler Squ!rre I Minneapolis MN
55403 ! I
http://www.aphis.usda.gov/mrpbs/hr/hrd_executive_support.shtmli
2
FOIA 12-02657 Pg 100
FW: AMT-Sponsored Cultural Transformatioi Training Coming to Your Location Soon:
Sign Up Now! I
From: MRPBS Deputy Administrator [mailto:MRPBS.Deputy.Administrator@uk own.unL
Subject:
Sent: Wednesday, May 11, 2011 5:41PM
To: Linda E Carey
This message is being sent to all Ma mail users
Please do not forward or reply tf thir message
The AMT is sponsoring an exciting event in Raleigh, Ft. Collins, anJ Minneapolis this summer.
Almost 300 people attended the first training session in Riverdale on April28, the AMT attended the
way. We are registering now for the classes being held in June and Ju!J approval is not required.
Registration can be accomplished through AgLeam by clicking on the link, below.
If you are opening this message using the Lotus Notes software, Click lere _J .:= <--
/ i
If you are opening this message using Microsoft Internet Explorer, click the link below or paste the text into the
address bar. You will be required to enter your Lotus Notes Internet name )and password.**
https://mail02.aphis.usda.gov/mailin/riverdal.nsf/5e502a1baaaf40ca85J56197J06c1a32/c15bc43a9cf321648725
788d0073dcb8?0penDocument L j
**If you require assistance with your Lotus Notes Internet user name d pasJword, please contact the APHIS
Technical Assistance Center (ATAC) or your program's IT Customer Service technician.
Phone
877-944-8457, option 1 -US toll free
919-855-7888, option 1 -International
Email- ATAC
1
FOIA 12-02657 Pg 101
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Carey, linda E - APHIS

Subject I FW: Join Secretary Vii sack to Discuss Civil Ri hts and u ltu ral Transformation
From: Gfegory L Parham/MD/APHIS/USDA /
Sent: Ttjesday, May 10, 2011 5:13PM
To: Amyl R Spillman; Janel L Barsi; Linda E Carey; Burch, Adrienne M /
Cc: KeviTA Shea/MD/APHIS/USDA
Subjectj Fw: Join Secretary Vilsack to Discuss Civil Rights and Cultural Trans ormatio_ r
I accept d this invitation.
Gregor Parham 1
----- Fornjarded by Gregory L Parham/MD/APHIS/USDA on 05/10/2011 04:52PM- --- I
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Secretary Vilsack to Discuss Civil Rights and C ltural transformation
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05/11/201110:15 AM- 11:15 AM
tttendance is for Gregory L Parham
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dhair .
Pearhe.Reed@osec.usda.gov
ent "Brooks, Tiffany" <Tiffany.Brooks@osec.usda.gov>
y:
Location: Conference Call
SES@osec.usda.gov, AgencyHeads@dm.usda.gov, John.Edging on@oseq.usda.gov,
Yeshimebet.Abebe@osee.usda.gov, Ed.Avalos@osee.usda.gov,
Required:
Sarah.Bittleman@osec. usda.gov, usda.gov,
Cheryl.Cook@osec.usda.gov, Lindsay.Daschle@osec.usda.gov,
Karis.Gutter@osec. usda.gov, Elizabet Hagen/itjter2/US@G W,
Krysta.Harden@osec.usda.gov, Robin.Heard@osec.usda.gov, Jahie.Hipp@osec.usda.gov,
Jon.Holladay@cfo.usda.gov, Max.Holtzman@osec.usda.gov, Bdbbi.Jeanquart@osec.usda.gov,
Jay.Jensen@osec.usda.gov, Jett@osec.usda.gov, Joe.Leonard@dsec.usda.gov, Anne.MacMillan@osec.usda.gov,
Ann.Mills@osec.usda.gov, Doug.O'Brien@osec.usda.gov,
Rohan.Patel@osec. usda.gov, Frederick.Pfaeffle@ascr .usda.gov, Ramona.R. omero@osec. usda.gov,
Brian.Ronholm@osec.usda.gov, Michael.Scuse@osec.usda.gov Harris.Siiterman@osec.usda.gov,
Steve.Silverman@osec.usda.gov, ChristopherL.Smith@ocio.usda.gov,
Janey.Thomton@osec.usda.gov, Dallas.Tonsager@osec.usda.gdJv, Darci.'fetter@osec.usda.gov,
Joani.Walsh@osec.usda.gov, Catherine.Woteki@osec.usda.gov Ann.WriJght@osec.usda.gov,
Stephanie.Chan@oc.usda.gov, Bobby.Gravitz@oc.usda.gov,
When: Wednesday, May 11,201110:15 AM-11:15 AM Time (US & Canada).
1
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FOIA 12-02657 Pg 102
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Kevin A I
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Friday, April 29, 2011 3:06 PMI 1
Linda E Carey : I
Re: Cultural Transformation, Munno, Course I Jones, rurcell
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From:
Sent:
To:
Subject:
Yes, please
Linda E Carey---04/29/2011 11:37 AM EDT--- I
From:
To:
Cc:
Linda E Carey
Kevin Shea
(WILL BE RESCHEDULED)
04/29/2011 11:37 AM EDT I I
Fw: Cultural Transformation, Munno, Coursey, Jones, Pprcell (WILL Bf
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Date:
Subject:
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Hi Kevin, ! I I
This meeting conflicts with your e-Permits meeting. Do you want to this meeting to Wednesday, May 4?
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Linda E. Carey I
Office of the Administrator I
Animal & Plant Health Inspection Service ,
U.S. Department of Agriculture I
Tel: 202-720-3668 1
Fax: 202-720-3054 I
-----Forwarded by Linda E Carey/MD/APHIS/USDA on 04/29/201 11:36 AM -----
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Calendar Entry
Appointment
Subject
(WILL BE RESCHEDULED)
Tue 05/03/2011 02:30PM
When
Tue 05/03/2011
03:30PM
1
hour
Wher
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categrrize
yocation
Description
May we set up meetings with Kevin on cultural transformation every ,
has asked for them. Attendees include Joanne, Bobbie, Sharon and Jones!.
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FOIA 12-02657 Pg 103
5D06Z
Phyllis Y. Piper
Office ofthe Deputy Administrator, MRPBS
Phone:202-720-5213
Fax:202-690-0686
E-mail: Phyllis. Y .Piper@aphis. usda. gov
lee, 2.10.11
2
FOIA 12-02657 Pg 104

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Munno, Joanne L - APHIS

and adtwta rn.i&Jt.

to 1he important work

Carey, linda E - APHIS

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